Job Architecture Software

Job Architecture Software for Job Families, Levels, Grades and Pay Bands

Build and govern job families, sub-families, groups, titles, codes, levels, and grades, then carry the same architecture into job descriptions, evaluation, market benchmarking, salary ranges, and compensation planning.market benchmarking.

Book a Demo See How Job Architecture Works

End title inflation

One taxonomy

Foundation for everything

The structural foundation CHROs present to the board and CFOs use to defend headcount decisions.

Six Components. One Governed Taxonomy.

Build the role structure once, then reuse the same governed taxonomy across authoring, evaluation, benchmarking, salary ranges, and compensation planning instead of rebuilding role definitions in each downstream process.

Job Families

Broad capability domains: Engineering, Product, HR, Finance. The top-level taxonomy that organizes all roles.

Explore Job Families Guide →

Sub-Families

Precision within each family: DevOps, Software Engineering, HRBP, Talent Acquisition. Position counts are tracked per branch.

Explore Job Architecture Guide →

Job Groups

Operational clusters by work domain: API Engineering, Backend Dev. A practical filter layer alongside the family taxonomy.

Explore Architecture Framework →

Job Grades

Score-based level ranges from JESAP evaluation. Roles are placed against configured JESAP score ranges and reviewable grade boundaries instead of relying on title alone.

Explore Salary Structure Software →

Job Codes

Structured identifiers such as ENG-FSD-G1-001 encode family, sub-family, grade, and sequence so each role can be referenced consistently across connected workflows.

Explore Architecture Features →

Grade Title Matrix

The synthesis view maps titles across families, sub-families, and grades so teams can review gaps and inconsistencies in one place.

Explore Job Leveling Software →

Every Role Gets a Governed Address. Before Anything Else Happens.

Job Architecture is the structural layer every other module depends on. Here's how it works inside CompBldr.

Define the Taxonomy Before the First Role Is Authored.

Job Family is the highest-level classification in the architecture model. Each family represents a broad capability domain. Sub-families add precision within each domain and track how many positions are already mapped to each branch.

Create top-level job families with a unique family code and display name

Expand each family into sub-families that reflect distinct capability areas within the domain

Track position count per family and sub-family so administrators see downstream usage at a glance

Archive families without deleting them, preserving the historical record

User interface of Job Architecture section showing Job Family 'Manager' with 2 sub job families and 48 positions, and details of sub job families with status active.

Cluster Titles by Work Domain. Give Every Role a Unique Code.

Job Groups cluster titles by practical work domain alongside the family taxonomy, such as API Engineering, Backend Development, and HR Administration. Job Codes give every role a structured unique identifier that travels across every CompBldr module without manual cross-referencing.

Create groups that reflect how your organization actually organizes work, not just how HR classifies roles

Assign titles to groups independently of their family classification

Job codes encode family, sub-family, grade, and sequence in a single identifier: ENG-FSD-G1-001

Use the same job code across JobBldr, Job Evaluation, Market Benchmarking, and Compensation Planning so each role keeps one structural identifier

User interface showing job grades from 1 to 12 for Intern/Trainee with details on min and max job scores, score differences, and title count all set to 0.

Build a Score-Based Grade Structure With Reviewable Assignments

Once score boundaries are configured, grade ranges remain reviewable and versioned rather than silently overriding prior assignments. These governed boundaries provide a consistent reference for job evaluation.

Define configurable grade levels with minimum and maximum JESAP point ranges for each

Map evaluated roles into grade ranges using configured JESAP point boundaries, with assignments available for review before downstream use

Grade-boundary changes are reviewed before downstream assignments are updated

Maintain versioned grade-assignment history so changes can be reviewed without overwriting the prior structure

Job Architecture screen showing Job Codes SE-INTERN-001 and ENG01 with titles count, creation and last update dates, categorized under Software Developer occupation.

See Every Role, Every Grade, Every Family. In One View.

The Grade Title Matrix maps job titles across families, sub-families, levels, and grades in one view. Detailed, Compact, and Grid modes help HR, Finance, and leadership review the structure before those grades connect to salary ranges, market benchmarking, and compensation planning.

Detailed view: full family, sub-family, grade, code, and title for every position

Compact view: summary-level overview for leadership and Finance presentations

Grid view: visual matrix showing coverage and gaps across families and grades at a glance

Any gap in the matrix is flagged, including roles without a grade, grades without a title, and families without codes

Frequently Asked Questions

What is job architecture software?

Job architecture software is a platform that defines and governs the structural taxonomy behind an organization's roles: job families, sub-families, grades, groups, and codes. In CompBldr, Job Architecture is the setup layer that ensures every job description, evaluation, and pay decision starts from a governed foundation.

What is a job family and why does it matter?

A job family is a top-level classification that groups roles by broad capability domain, such as Engineering, Product Management, or Human Resources. It matters because downstream decisions, from job description authoring to compensation benchmarking, depend on roles being organized into a consistent, searchable taxonomy rather than created in isolation.

What is a job grade and how is it determined in CompBldr?

A job grade is a configured level band with minimum and maximum JESAP evaluation score boundaries. Roles are compared with those boundaries during evaluation, and grade configurations are versioned and timestamped. Exact level and grade setup depends on the organization's implementation.

What is the Grade Title Matrix and how is it used?

The Grade Title Matrix is the synthesis view of Job Architecture. It maps every job title across families, sub-families, and grade levels in one grid. Administrators use it to see the full role taxonomy, identify structural gaps, and confirm that every title has a governed family, grade, and code assignment before authoring begins.

What is a job code and how is it structured?

A job code is a unique structured identifier for each role: family prefix, sub-family code, grade indicator, and sequence number, for example, ENG-FSD-G1-001. Job codes make titles uniquely identifiable and reusable across JobBldr, Job Evaluation, and Compensation Planning without manual cross-referencing or duplicate title management.

What is the difference between a job family and a job group?

Job families classify roles by broad capability domain and form the foundation of the taxonomy. Job groups cluster titles by practical work domain, such as API Engineering or Backend Development, and sit alongside the family structure as an additional layer for searching, reporting, and organizing related roles.

How does Job Architecture connect to the rest of CompBldr?

JobBldr draws family, sub-family, grade, and code values directly from Job Architecture when a user authors a job description. Job Evaluation references grade ranges to validate JESAP scores. Compensation Planning uses family and grade data to apply merit matrix guidelines and pay range assignments. All modules read from the same governed architecture.

Can job grades be changed after roles have been assigned to them?

Yes. Job grades can be edited and the framework can be versioned. Each version is saved with the editor's name, timestamp, and a review step before publishing. Titles already assigned to a grade are not automatically regraded. Changes to grade boundaries are reviewed and applied deliberately, not automatically pushed downstream.

How many job families and grades does CompBldr support?

CompBldr job architecture is configurable around an organization’s role structure and implementation needs. Exact family, sub-family, level, grade, and matrix configuration should be confirmed for the specific implementation rather than treated as a universal product limit.

Build the Structure Once. Carry It Into Every Pay Decision.

Build the role structure once, then carry it into job evaluation, market pricing, salary ranges, and compensation planning.

Book a Demo Talk to a Compensation Expert

15-minute walkthrough · See the job architecture workflow using real product screens