Employees shouldn't have to guess whether something qualifies. Compt checks submissions against your policy in real time before anyone hits submit. If a purchase looks out of scope, the employee finds out immediately. The result: under 1% of Compt claims are rejected.

Receipt in. Claim out. No typing. Compt AI reads the vendor, date, and amount from whatever an employee uploads and fills in the claim form automatically. They glance at it and submit. More on how Compt AI works: hubs.li/Q04zW4SM0

With Compt, employees spend their stipends on the things that matter most to them. "I use this benefit to ensure I get top quality food for my Rottweilers; an 11yo senior and a 9mo 'baby' LOL!" — Margaret M. Benefits that flex with your life and your dogs' lives too. 💛

We know benefits software isn't supposed to change anyone's life. And yet... "It's changed my life." — Robert M., Compt user. Sometimes a benefit lands exactly when someone needs it to. That's the whole point of building something flexible. Compt is built for all of it.

The median midsize company now funds $1,167 per employee in lifestyle stipends, up 11% since last year. Above that? You're ahead of your peers. Below it? Worth knowing before renewal season. See where your program lands: hubs.li/Q04t-s-y0

For anyone in the middle of 2027 benefits planning: What's the one thing you're changing or seriously considering for next year? Adding a new category? Consolidating vendors? Moving from a standalone stipend to an LSA? Adjusting funding after seeing H1 utilization?

We ran a companywide hackathon earlier this month and handed our team a few days and a stipend to build whatever they thought would make Compt or their lives better using AI. What came out of it wasn't what we expected. We wrote about what we learned: hubs.li/Q04qhkdg0

Your stipend works harder in summer. Here are a few ways employees are spending their Compt stipends right now: 🏕️ Summer camp for the kids 📚 Online courses between beach trips 🏃 A fitness class Benefits that flex with your life. What are you spending yours on this summer?

Oman 🇴🇲 and Nepal 🇳🇵 now live on Compt. Reimbursements in local currency, on local pay schedules, aligned to local time zones. A lifestyle benefit is only as good as its reach, and the experience should be as seamless for someone in Muscat or Kathmandu as for someone at HQ.

The two most common complaints we hear from HR teams running benefits programs are now addressed in Compt. And there's more coming. hubs.li/Q04mh_gM0

When you give employees a flexible stipend with no restrictions, what do they spend it on? The 2026 Midyear Benchmark Report has real spending patterns from hundreds of active programs, broken down by company size, industry, and benefit type. hubs.li/Q04mgXhR0

GLP-1 medications are forcing a new kind of benefits decision. Not every company will cover them the same way. Not every plan can absorb the cost. So the question becomes: how do you design support without losing control of your benefits budget? 👉 hubs.li/Q0493Kbp0

How do you design an impactful family benefit? When you need to consider things like childcare, eldercare, unexpected caregiving moments, and costs that don't show up on a neat list, it can get tricky. That's where a stipend provides structure. hubs.li/Q0493DQx0

Using Rippling for payroll and benefits? How your stipend or LSA platform integrates with it will define how much manual work your team ends up doing. How Compt works with Rippling to simplify reimbursements, reporting, and administration: hubs.li/Q0493y3l0

If you’re running stipends or LSAs through Rippling, integration matters more than you think. Payroll sync. Reimbursements. Reporting. Day-to-day admin. How Compt integrates with Rippling to streamline stipend and LSA management: hubs.li/Q047x3vT0

Hiring has changed. In our latest episode, Jeff Hyman breaks down what he’s seeing from both sides. Candidates are interviewing companies just as much as they’re being interviewed. And a lot of companies are still trying to compete the wrong way. 🎧 hubs.li/Q047xkJq0

When companies compare LSA platforms, the feature list isn’t the hard part. The hard part is understanding how those features translate into real-world use. Flexibility. Administration. Global support. Employee experience. What actually matters: hubs.li/Q0476w650

Family care is one of the hardest benefits to design well. Because it’s not one need. It’s many. This guide explores how companies are approaching family care benefits in a way that actually works for employees. 👉 hubs.li/Q0476MbK0

GLP-1 medications are quickly becoming part of the benefits conversation. This post breaks down how companies are thinking about GLP-1 weight loss coverage and where stipends or LSAs can fit in. 👉 hubs.li/Q0476mDp0

The data is in: 20% of all professional development spend is now going toward AI software. Instead of reading our 2026 report cover-to-cover, we built a custom agent designed to help you build more competitive, flexible, and on-budget stipend programs. hubs.li/Q046Yf8Z0