Engineering VP — performix (customer)

show you understand their world

A VP of Engineering whose platform/infra team is leaving faster than any other, with exit interviews too vague to act on and a comp reset already on the finance agenda.

make the pain concrete

There's no single productivity number for engineering, so attrition gets pinned on the easy hypothesis — pay — and a budget gets drafted against it.

• — How it feels: You suspect it isn't really comp, but you can't prove it, and a wrong call is expensive and hard to walk back.
• — The cost of the status quo: A comp reset funded for a problem pay won't fix, and the team still leaves.

the commercial insight that reframes it

Engineering's own research abandoned the single productivity metric; performance here has to be diagnosed, not assumed.

the desired outcome in their language

You keep the team by fixing what's binding — without the wasted comp spend.

the product path / mechanism

Performix uses protected feedback + CAMS to show whether the binding constraint is pay or a condition like Support (visibility/recognition) — and confirms, with AnyComp, whether leavers are already at or above market.

• — Run the diagnostic on the team that's actually leaving.
• — See whether comp or a condition separates leavers from stayers.
• — Aim the budget at the binding condition, not the comp band.

demo · case study · benchmark · ROI

The argument above is demonstrated end-to-end in a matching use case — Walk the engineering use case and see the data shape. [Attach the specific proof: the paired situation, a metric, or a result.]

implementation · support · guarantees · security

You can't fix invisible work with a comp band. Start low-commitment: Walk the engineering use case and see the data shape.

one low-friction action

Run one read before the comp reset.