Solutions Recruiting teams
Check every salary offer before you send it.
Give candidates clear salary ranges. Before sending an offer, check it against your pay bands and its effect on pay equity, then record the reasons behind your decision.
45 minutes, built around your next open role.
Pay transparency now starts before anyone is hired. Recruiting needs ranges to share, a structure to stand on and offers they can explain.
One pay structure, from job advert to accepted offer.
Review the recommended salary before sending an offer
Pick the position and add what you know about the candidate. Evenpay recommends a salary from your own pay model, shows where it lands in the band and how it would move the gender pay gap of comparable roles.
- Recommended salary from your own pay model, gender excluded
- Where the offer lands in the band, by quartile
- Projected effect on the peer group's pay gap
Ranges you can put in the job ad
Article 5 of the directive gives candidates the right to know the starting pay or its range before employment, and stops employers asking about pay history. Bands per grade give recruiting a range from the same structure everyone else uses.
- A band for every grade and position
- The same structure HR and Comp & Ben use
- No pay history needed to price a role
A record of why each number was chosen
Every offer keeps its justification, the band it was compared against and the equal value grouping it was measured with. Export the decision record as a PDF for the hiring manager or your recruitment records.
- Justification stored with the offer
- Draft, accepted, declined or withdrawn
- Decision record exported as PDF
Accepted offers flow straight to HR
An accepted offer becomes the employee record in Evenpay. For an internal move it opens a salary review waiting for approval. Nobody retypes the numbers.
- An employee record is created when an offer is accepted
- Internal moves open a salary review
- The same data feeds analysis and reporting
Spreadsheets or Evenpay
| Features | Spreadsheets | Evenpay |
|---|---|---|
| Pay range in the job ad | Agreed per vacancy in a message thread | Taken from the band for the role |
| Pricing an offer | The last hire's salary and gut feel | A recommended salary from your own pay model |
| Pay equity check | After the contract is signed, if at all | Before the offer goes out |
| Pay history | Asked in the interview | Not needed to price the role |
| Approval record | Scattered across email | Stored with the offer, exportable as PDF |
| Handover to HR | Retyped by hand | The accepted offer becomes the employee record |
From job ad to accepted offer
Four steps, all on the structure your HR team already maintains.
Set up bands
Import your bands or generate them from your own data.
Share the range
Give candidates the range for the role before the interview.
Compose the offer
See the recommended salary, the band and the gap impact.
Record and hand over
Store the justification and create the employee record.
Questions from recruiting teams
See an offer checked before it goes out
45 minutes with our team, built around your next open role.