Upload a roster. Watch compa ratios, cohort gaps and EUPTD risks surface themselves — with defensible reasoning attached to every number.
Every salary decision gets a paper trail — not a spreadsheet artefact, but a human-readable rationale a lawyer, a manager and a regulator can all read.
Drop a spreadsheet of an entity — e.g. every employee in France. Parsing happens locally in the browser; the file never leaves the device.
Each person is placed on a map — compa ratio on one axis, performance on the other. Outliers stop hiding in pivot tables.
Click anyone. The system rebuilds their cohort — same job family, grade, country — and shows where they sit against P25, Median and P75.
When an unexplained gap exceeds the EU Pay Transparency Directive's materiality threshold, it surfaces — with the reasoning that would satisfy an auditor.
Not one number. A Minimum Defensible, a Neutral Median and a Market-Competitive stretch — each one accompanied by the "why."
Roll-ups by country. Remediation plans staged across two or three cycles when the budget can't absorb the full close. Export ready.
Three beliefs shaped every choice in this prototype.
Every number produces a sentence a regulator could read. The reasoning is the product — numbers are just the artefact.
Fairness is a peer concept. Every judgement is relative to the right cohort — job family × grade × country — not a global mean.
Animation is reserved for moments of understanding — a band drawing itself, a gap filling in. Never decoration.
When the cohort gap crosses 5%, the system proposes three bounds and tells you why each one lands where it does.
Closes the gap to within 5% of the cohort median — the lowest legally-defensible remediation under EUPTD materiality.
Brings the person to cohort median. Gap fully neutralised; no objective justification required.
Pushes toward cohort P75. Reserved for high performers and scarce-skill holders, with justification surfaced.
If the total remediation blows the merit budget, the system proposes a staged plan across two or three cycles — and labels it as a Remediation Plan, not a merit increase. This distinction matters: regulators will ask whether you knew about the gap and what your plan was.