Find the pay gaps that close quietly, before your people find them first.
CompBldr finds every case of pay compression and inversion across your workforce, explains each one in plain words, recommends a fair and capped fix, and sends it to your compensation plan for funding.
Part of CompBldr Compensation Planning. Backed by the JER HR Group compensation team.
Illustrative case from a sample organization.
Nobody decides to create compression. It builds up every year.
New hires join at today's market rates while existing staff receive modest annual increases. Over a few cycles the differences that should exist shrink, and sometimes flip. By the time someone notices, your most experienced people are the ones looking elsewhere.
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A ten year employee paid like last month's hire
Service and experience stop showing up in pay.
A supervisor paid less than the people they lead
The most visible case, and the hardest to explain.
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A promotion that barely moved the paycheck
More responsibility, almost the same pay as the level below.
Ten checks. Every inversion flagged.
Each check asks one plain question, with thresholds you set. Inversions, where someone earns less than a person they should out earn, are always flagged.
From finding to funding, in one place.
Set the rules
Choose who counts as a peer, set thresholds, and start from a standard or public sector template. Preview every change before it applies.
Find and explain
Every case is listed with plain evidence, ranked by severity, with inversions badged and data gaps named, never hidden.
Decide and cost
Reviewers accept, adjust, or set aside with a reason. Compare budget scenarios, phase fixes, and project cost forward.
Fund and monitor
Send accepted fixes to Compensation Planning as their own line, then keep watch with scheduled reruns, alerts, and pre-offer checks.
Every case explains itself.
One sentence says what is wrong. Below it: the numbers, labeled; where the person sits among peers in the same pay market; every check that ran, passed, or could not run, and why. Peers are never named, so reviewers see the pattern, not their colleagues' salaries.
- Compared only within the same pay zone, never across markets
- Peer groups built from your job architecture, job class, or evaluated job value
- Move through cases with next and previous, and decide in bulk
See what it costs, and what a budget fixes.
Every recommendation aims for a fair target, then applies your guardrails: a minimum that feels like a correction and a maximum per step. Compare budget scenarios, phase fixes over several years, project cost forward, and keep compression as its own line, separate from market adjustments.
- Built in scenarios: highest risk first, critical and high only, full resolution
- Individual fixes or one adjustment for a whole class or grade
- Structure options and step plans, with the cost of moving incumbents
Tell real compression from appropriate overlap.
Not every narrow gap is a problem. CompBldr compares jobs by what they are worth using JESAP job evaluation, lets reviewers set a case aside with a documented reason, and keeps every rule version so results can be reproduced and defended.
- Draft rule changes and preview the effect before you publish
- Every decision and rule change recorded in the activity log
- One official analysis per year, with year over year comparison
Stop compression before the offer goes out.
Check a proposed salary against your current team before you make an offer, and see the highest amount that creates no new compression. Between studies, CompBldr reruns on a schedule and alerts you when new inversions or critical cases appear.
- Pre-offer check in CompBldr, and through the API for recruiting systems
- Monthly or quarterly reruns, and after every census import
- Alerts for new critical cases, new inversions, and risky offers
Answers the compression questions in today's RFPs.
Cities, counties, and universities now name the kinds of compression they want analyzed and ask for remedies costed separately. CompBldr is built to meet those requests.
Results your committee can read and your finance team can fund.
Every report carries the analysis, rules version, and data date, so any number can be traced. Committees see totals only; names and pay stay with the people who need them.
Data Governance
Built to be trusted with pay data.
Role based access
Viewer, Analyst, and Approver roles, with access scoped by division.
Separate from pay equity
Compression findings never mix with protected class analysis.
A full audit trail
Every run, rule change, decision, and report is recorded.
Common Questions
Frequently Asked Questions
How is compression different from pay equity?
Pay equity asks whether pay differs by gender, race, or another protected group. Compression asks whether pay differences reflect experience, level, and responsibility, whoever the person is. CompBldr keeps the two analyses and their access separate.
Does CompBldr change anyone’s pay?
No. It finds, explains, and recommends. People make every decision, and approved fixes are funded through your compensation planning cycle.
What if our data is incomplete?
The analysis still runs. Every gap is named, with what it blocks and where to fix it, and results update when you fix it.
Can we use our own rules?
Yes. Every threshold and peer definition is adjustable, the effect is previewed before you publish, and each rule version is kept so results can be reproduced.
Do we need a consultant?
No, but you can have one. Many clients start with a compensation study by the JER HR Group team and use CompBldr to keep compression in check afterward.
Product Walkthrough
See compression in your own data.
We will walk through a sample analysis, then show what CompBldr finds with your census.
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