How it works
From a single function to a defensible pay structure
Follow the flow step by step. At each point you see what you choose and what the tool validates automatically, so it is clear where a grading comes from.
Add a function
You start with one function: paste the vacancy text or job profile. Or import your own pay table or collective agreement straight away.
Market scan per function
The tool decides which market the function belongs to and retrieves a current salary band with sources.
If the vacancy only references an internal grade (for example grade 10) without amounts, the verdict follows in the pay structure, where your table with amounts is known.
Weighting: the engine of the grading
Each function is scored on the four factors (each 1 to 10). The sum is the weight, and that weight determines where the function sits on the ladder.
Grading: two paths
The weight leads; the market is the check. How the grades arise depends on your choice in step 1.
Without your own table
The ladder is built from the weights: functions of similar weight land in the same grade, calibrated against the market data.
With a collective agreement or your own table
The grades are fixed. The weight determines which existing grade each function fits best.
Validation: signals to review
The whole structure is checked. Deviations appear at the top as a warning, and per function.
- Signal: market The grade pays below or above the market (a deviation of more than 15% is flagged).
- Signal: weighting The grading contradicts the weight: a heavier-weighted function sits in a lower grade than a lighter-weighted one.
- Automatic: agreement and privacy A binding collective agreement takes precedence, and existing salaries are processed in aggregate (no names).
Result: the justification
A defensible pay structure with the substantiation the pay transparency directive requires.
See it on a real example
View a complete pay structure with the weighting, the market check and the pay justification.