A compensation management platform designed for professionals to efficiently BUILD, MAINTAIN, and USE compensation projects, including job descriptions, job architecture, salary ranges, and benchmarking. For most organizations, partnering with a compensation consultant is more effective and cost-efficient than handling everything in-house. This guide demonstrates how Payfederate empowers consultants to elevate their practice and deliver greater value to clients.
| Subscription Options | Details | Typical Scenario | Exclusive Consultant Pricing* |
|---|---|---|---|
| Instances for Project Based Consulting | For Consultant use only; read-only for Client to validate project. One Instance can be used on multiple Client projects within a given year. If a typical project takes 3 months then you could run 4 clients through 1 Instance. | Consultant accesses to BUILD new or overhaul existing pay structures. | Starting at $4,800 |
| Job Pricing Tool for Consultants | Survey management and storage. Unlimited job description creation. Unlimited AI job matching. Unlimited job pricing. | Specific job pricing for multiple clients. | $5,000 |
| Child Subscriptions for Ongoing Compensation Services | For both Consultant and Client use. Consultant owns the subscription and is the administrator. Consultant purchases Payfederate at a discount to bundle into their managed service fee. | Consultant BUILDS and extended services to MAINTAIN empowering Client to USE structures effectively. | Starting at $4,800 per year (20% off list price for consultants) |
| Referral | For Client use. Client owns the subscription and is the administrator. Client can give access to the Consultant. Client purchases subscription at list price. Consultant receives a referral fee, credit or discount off Instances. | Client MAINTAINS and USES compensation data. | 20% referral on 1st Annual subscription |
| Job Catalog | Maintain job codes and descriptions |
|---|---|
| Job Descriptions | Use structured generative AI based on templates, known job architecture details, and user inputs to create consistent job descriptions |
| Job Matcher | AI matching of employer jobs to multiple survey jobs; create composite market targets based on multiple matches |
| Job Architecture | Create, view and modify job architecture with flexible career leveling and job function hierarchy |
| Create Ranges | Either manually or via different regression models, create range tables and edit midpoint differential and range spread to optimize fit |
| Market Pricing | Consolidated view of job description, market target with matched survey jobs, real-time job posting data, adjacent internal jobs to enable fine tune adjustments |
| Range Manager | Visualize placement of employees within salary ranges based on job architecture, location, grade, or career level; identify employees below or above range and possible new hire pay compression challenges; create budget scenarios for merit planning market adjustments |
| Job Posting | Leverage job catalog and AI to create job postings with appropriate pay range for export to ATS/recruiting software |
| New Hire Offers | Import new hire candidates from ATS and share position in internal ranges and assess internal equity for offers and counteroffers |
| Employee Statements | Provide employees and managers with a comprehensive view of total rewards in a visually compelling representation of base pay, STI, LTI and benefits |
| Analytics | Explore scenarios and analyze structures for gender equity, geography differentials, compa ratio, range penetration |
| Reports | Generate 1-click reports for survey submissions, new survey comparisons, and custom reports defined by user |
| Job Catalog | |
|---|---|
| Maintain job codes and descriptions | |
| Job Descriptions | |
| Use structured generative AI based on templates, known job architecture details, and user inputs to create consistent job descriptions | |
| Job Matcher | |
| AI matching of employer jobs to multiple survey jobs; create composite market targets based on multiple matches | |
| Job Architecture | |
| Create, view and modify job architecture with flexible career leveling and job function hierarchy | |
| Create Ranges | |
| Either manually or via different regression models, create range tables and edit midpoint differential and range spread to optimize fit | |
| Market Pricing | |
| Consolidated view of job description, market target with matched survey jobs, real-time job posting data, adjacent internal jobs to enable fine tune adjustments | |
| Range Manager | |
| Visualize placement of employees within salary ranges based on job architecture, location, grade, or career level; identify employees below or above range and possible new hire pay compression challenges; create budget scenarios for merit planning market adjustments | |
| Job Posting | |
| Leverage job catalog and AI to create job postings with appropriate pay range for export to ATS/recruiting software | |
| New Hire Offers | |
| Import new hire candidates from ATS and share position in internal ranges and assess internal equity for offers and counteroffers | |
| Employee Statements | |
| Provide employees and managers with a comprehensive view of total rewards in a visually compelling representation of base pay, STI, LTI and benefits | |
| Analytics | |
| Explore scenarios and analyze structures for gender equity, geography differentials, compa ratio, range penetration | |
| Reports | |
| Generate 1-click reports for survey submissions, new survey comparisons, and custom reports defined by user |
Most compensation consultants create broad-based pay structures and benchmark salaries using complex spreadsheets. However, spreadsheets pose several challenges:
Adjusting job architecture, salary ranges, or benchmark data requires recalculating or duplicating spreadsheets.
Spreadsheets demand extensive training, complicating team collaboration.
Clients often struggle with spreadsheets, requiring consultants to reformat data for validation.
Payfederate offers spreadsheet-like flexibility while addressing these issues. By leveraging Al, it streamlines tedious compensation tasks and enhances consulting practices in two key areas:
While many compensation consultants focus solely on building new or overhauling existing pay structures, Payfederate enables them to extend their services to maintaining and empowering clients to use these structures effectively. This section outlines how to deliver ongoing MAINTAIN and USE services.
With Payfederate, consultants can offer recurring revenue services, providing
With Payfederate, consultants can offer recurring revenue services, providing
Delivery Type | Key Capabilities |
|---|---|
Consultant-Driven: MAINTAIN | Updating survey benchmarks: Assess market changes, update job matches, and identify new pay ranges. Job architecture refresh: Adjust architecture due to strategy shifts or market conditions. |
Consultant-driven or self-service: MAINTAIN/USE | Merit cycle scenarios: Provide optimal merit increases and market adjustments. Creating a new job: Generate job descriptions and place jobs within the architecture. Pricing a new job: Benchmark externally, evaluate internally, and set market targets. |
Self-Service: USE | Employee communication: Employees access "My Pay" to view total rewards (base pay, STI, LTI, benefits). Offer management: Recruiters and managers analyze new hire offers. Job pricing reports: View market pricing and realtime job postings for insights. Job architecture: Share career paths and levels to support talent development. Reports and analytics: Track key metrics like gender equity, compa ratio, and range position with interactive analytics. |
The following is an example of how a Payfederate consulting customer could market a service offering based on the software. This is just an example – consultants can bundle many other services with Payfederate software, including executive comp, incentive plan design, and other services. Payfederate is just an ingredient in a more comprehensive solution for consulting clients.
In today’s dynamic labor market, evaluating compensation just once every few years is no longer enough. After your initial project, you’ll have clear job descriptions, a flexible job architecture, and competitive, fair salary ranges. This foundation will empower you to recruit, retain, and develop talent with confidence. However, as your business evolves, so will your compensation needs. New roles may emerge, market conditions may shift, and your compensation strategy may need to adapt. These gradual changes can affect your ability to drive business results if left unchecked. That’s why [Consultant] offers the Always On Compensation Support Plan—an annual subscription to ensure your compensation strategy stays aligned with your business goals.
