Compensation Reviews & Cycles
Run a merit cycle that closes gaps instead of widening them.
Budgets, manager worksheets and data backed suggestions in one cycle, from draft to applied. Pay equity impact sits inside the review rather than in a separate project nobody has time for.
45 minutes. Walk a cycle from setup to approval.
Structure where most companies still use a spreadsheet.
Draft, active, closed, approved, applied
Run organisation wide cycles with a clear state at every point. Eligibility rules are built with a condition builder and previewed before launch, so you see exactly who qualifies before anyone gets an email.
- A defined state from draft through to applied
- Eligibility rules with a preview of who qualifies
- Progress tracking and cycle analytics throughout
Budgets managers can actually work with
Set monetary or percentage budgets and track consumption in real time. Managers can release budget they will not use, or request more, with admin approval. No reconciliation spreadsheet at the end.
- Monetary or percentage budgets, tracked live
- Managers release unused budget or request more
- Budget consumption visible as the cycle runs
Four signals behind every suggestion
Each employee suggestion combines pay equity gap reduction, compa ratio positioning, merit rule compliance and a machine learning prediction. Managers get a defensible starting point instead of a blank cell.
- Equity impact, compa ratio, merit rules and prediction combined
- Managers see only their own direct reports
- Admins can lock individual reviews when needed
Close unexplained gaps as normal business
Allocate part of the budget specifically toward reducing unexplained gaps, and see the fairness impact of a decision at the moment it is made. This is what turns a review from an administrative exercise into the mechanism that closes gaps.
- Budget directed at unexplained gaps, inside the normal cycle
- Fairness impact visible while the decision is being made
- Ad hoc reviews for promotions and market adjustments too
How a cycle runs
Four stages, each with an owner and a clear finish line.
Define eligibility and budget
Build the conditions, preview who qualifies, set the budget.
Managers propose in worksheets
Inline worksheets for their direct reports, with suggestions alongside.
Review equity impact
See what each decision does to unexplained gaps before approving.
Approve and apply
Lock, approve and apply, with the full activity trail retained.
Common questions about compensation cycles
Reviews sit on top of the rest
Salary Recommendations
The prediction and benchmarking behind each suggested number.
Intelligence
The equity analysis that tells you what a decision does to a gap.
Job Architecture
Grades and bands that keep raises inside predictable guardrails.
Competence & Performance Management
Ratings and skills that feed cycle suggestions and distributions.