Each module answers a real question a mid-market HR leader has to answer — and together they turn scattered pay data into a system you can actually run your strategy on. Here's what each one does.
Where your organization stands against the market right now — average compa-ratio, how many people sit below the floor, what it would cost to fix, and which divisions are driving it. The read you want before a comp committee meeting.
Type a title, pick a location and level, and get the full percentile spread — P10 through P90, base and total cash. Then see how your own people in that role compare, so the number is defensible internally as well as externally.
Every employee, every role, filterable by division, state, and compa band. Open anyone and see their position, their range, their tenure, and their manager — without exporting anything to a spreadsheet.
Compensation gap crossed with tenure, scored per employee and ranked. The people at the top of this list are the ones the market has already noticed. Each carries a retention cost, so the conversation stops being abstract.
Compare pay across divisions, tenure bands, and job families to find patterns that shouldn't be there. The tenure view is the one most companies have never run — and it is routinely where the uncomfortable answer lives.
Each quarter a senior advisor reviews your numbers and writes up what matters: what changed, what to do about it before merit cycle, and what to watch. Signed by a person, not generated by a template.
The same caliber of data that powers compensation decisions at large enterprises — mapped to your real roles, refreshed continuously, interpreted for the way mid-market teams actually work.
30 minutes. We'll load roles like yours and walk the whole platform live — and a senior advisor will answer your questions on the spot.
