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What is fair internally?
See where employees sit around the median for comparable groups and spot negative or positive inequity early.
Compensation analytics for fair pay and sharper decisions
Turn salary data into clear, defensible compensation strategy.
PaySharply brings internal equity, market benchmarking, pay structures, and pay gap analysis into one web-based platform built for HR, Total Rewards, Finance, and leadership teams.
4connected compensation modules
1anonymized employee dataset in, multiple insights out
EU-readysupports pay transparency and pay gap workflows
Executive overview
Live prototype dashboard
Internal equity74%
Within market range68%
Adjusted pay gap3.1%
Median-to-market by grade
G5–G6Below target
G7–G8Near median
G9+Above midpoint
Equity distribution
Equitable52%
Negative25%
Positive23%
Clarity in compensation. Precision in decisions.
Built around the questions decision-makers actually ask
PaySharply helps organizations make smarter compensation decisions through data-driven analysis. From internal equity to market benchmarking and pay gap insights, the platform brings clarity, structure, and precision to how companies understand and manage pay.
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How competitive are we?
Compare fixed salary, actual cash, and target cash against market data with configurable competitiveness ranges.
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Are our salary bands coherent?
Translate job architecture and market logic into usable structures, compa-ratios, and increase scenarios.
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Can we defend our pay gap story?
Run unadjusted and adjusted analyses with transparent methodology to support reporting and leadership action plans.
Four modules. One unified compensation strategy.
Each module solves a distinct problem but feeds the same compensation strategy
1. Internal Equity
Upload anonymized employee data and identify who falls within or outside a defined equitable range around the group median.
- Median-based comparable group analysis
- Equitable / negative / positive classification
- Grade and gender distribution views
2. Pay Benchmark
Map internal jobs and levels to market references, then compare compensation positioning against selected benchmarks.
- P10 / P25 / Median / Average / P75 / P90 views
- Configurable market competitiveness corridors
- Employee and group positioning charts
3. Pay Structure
Build salary bands by grade and segment, test spreads and midpoint logic, and estimate cost impacts before policy decisions are made.
- Band matrices and compa-ratio analysis
- Segmentation logic and scenario planning
- Integrated charts for leaders and consultants
4. Pay Gap Analysis
Assess unadjusted and adjusted gaps, with the option to remove selected populations or apply statistical adjustment using log-linear regression.
- Quartile and gender distribution reporting
- Heat maps, tables, and supporting charts
- Compensation driver identification