Compensation services

The comp analyses a comp team does — without the comp team.

Bring your data; our engines do the work. Job leveling, retention analytics, comp audits, and total-comp forecasting — each grounded in the comp canon, each posted and scope-based, no quotes.

See the servicesPay-model ladder →

Foundation

Job Leveling

Map every job in your org onto a defensible level framework.

You provide
Your job titles + descriptions.
You get
Each job leveled (our universal P/M/E/S × level system), a market crosswalk, and the job-worth hierarchy — the spine your structures, ranges, and JDs hang on.

Posted, scope-based — from ~$3K (small) to ~$30K+ (full architecture), by job count.

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Retention

Retention Analytics

Know who's at risk of leaving — and the cheapest way to keep them.

You provide
Your workforce data (tenure, ratings, pay, performance).
You get
Per-employee exit risk by performance tier, plus a retention budget allocated by benefit-per-dollar: who to fund, who to let ride, and the expected exits avoided.

From ~$6K one-time; subscription for ongoing monitoring.

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Audit

Comp Audits — Drift & Waste

Two fast audits: pay-drift (creep vs. your ranges) and comp-waste (overpay vs. local market).

You provide
Your pay data + ranges.
You get
Compa-ratio drift direction (creep / underpay / on-intent), waste dollars and % of payroll, and per-employee flags with an exemption trail.

From ~$1,500 per audit, banded by headcount. The fastest, cheapest entry.

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Forecast

Total-Comp Forecasting

A CFO-grade forward view of total comp cost — with the variance broken down by source.

You provide
Your headcount, pay, and bonus priors.
You get
A P10/P50/P90 total-comp cost distribution, exceedance probabilities, and the variance attributed to market movement vs. headcount vs. pay rate vs. bonus.

From ~$10K engagement.

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How it works

Posted price, your data, a finished analysis.

Each service is a real, published engine — grounded in the compensation literature (WorldatWork, Milkovich, Cichelli) and the same psychometric rigor as the rest of the platform. You send your data under a scoped agreement; we run it and deliver the analysis. Pricing is posted and scope-based — never a quote. The engines exist today; what you're buying is the answer, fast.

Also available

  • Pay-equity analysis — residual pay-gap detection controlling for legitimate factors, with remediation costing.
  • JD design system — leveled, pay-linked job descriptions generated from your job architecture.
  • Pay-structure design — off-the-shelf or custom grade structures — see the pay-model ladder.
  • Model-pay dataset — the modeled market-pay numbers as a file — buy the snapshot or subscribe to the feed on the model-pay dataset page.

Not sure where to start?

Job leveling is the foundation most teams need first. A comp audit is the fastest, cheapest way to find money already on the table.

Talk to us →See the pay-model ladder