Compensation IQ

Overview

Compensation IQ combines job architecture, salary benchmarks and EU Pay Transparency tools. Its global benchmarking spans more than 5 million companies, 80,000 job titles, 100+ countries and 100+ industries, drawing on job postings, self-reported data and real-time customer data, with optional Mercer survey datasets. Real-time refresh, job matching, pay equity analysis and API access support broader compensation work across markets.

The company is headquartered in London. It says its practices align with ISO 27001 and its policies and procedures comply with GDPR, and displays SOC 2 and Cyber Essentials badges.

Key features

Job architecture and levelling

The framework spans 14 levels, 3 tracks, 34 job families, more than 21,000 job titles and 30+ external frameworks. That gives teams a wide starting structure for organizing roles and levels; the entry plan’s single super user, however, may constrain collaboration.

Benchmarking and pay reviews

Precision filters help narrow market comparisons, while the in-platform salary band builder, pay review tools and band audit trails connect benchmark data to compensation decisions. More than 50 HRIS integrations, including HiBob, BambooHR, SAP and Personio, reduce the need for manual transfers, and CSV upload provides another route. The breadth of benchmark coverage is useful for multinational teams, but Salary Benchmarking starts through a demo rather than a self-serve free trial.

EU pay transparency

The compliance product covers all 27 EU Member States and supports multi-country, multi-language and multi-currency pay data. It generates Article 7 responses, all seven Article 9 metrics, adjusted and unadjusted gender pay gaps, and Article 18 traceability records. That makes it relevant to teams preparing reporting across EU markets rather than those needing only a general pay benchmark.

Onboarding and support

Subscriptions include guided onboarding, 1:1 training, a dedicated Customer Success Manager and UK business-hours product help, with no implementation fees. These services offer structured assistance, though the stated help hours may not suit every time zone equally.

Pricing

Plans are billed annually and priced for 100–200 employees; the stated seat allowance is expressed in super users. Job Architecture & Levelling costs £2,500.00 GBP per year and includes 1 super user. It is the lowest-cost paid option for teams focused on role frameworks, but does not include the listed benchmarking or EU reporting capabilities.

Global Salary Benchmarking costs £4,200.00 GBP per year and includes 2 super users and 50+ HRIS integrations. It suits teams that need market comparisons and pay-band workflows, but the entry allowance is still limited to two super users. EU Pay Transparency costs £5,200.00 GBP per year and includes coverage of 27 EU Member States and all seven Article 9 metrics; choose it when EU reporting is central to the work.

Job Architecture and Levelling is also offered free with no time limit. That is a way to use the architecture component without a subscription, but it is not a free trial of Salary Benchmarking. Paid benchmarking customers begin through a demo. The listed plan prices cover the 100–200 employee tier; for a larger organization, pricing is custom.

Platforms

Compensation IQ is available on the web.

Who it's for

Compensation IQ is aimed at HR, Reward and People Operations teams at companies with 100 to 5,000+ employees. It is a stronger fit for organizations that want to connect job frameworks, market data and pay transparency reporting than for teams seeking only one narrow compensation tool. The annual billing, plan-specific super-user limits and demo-led benchmarking start are important considerations for smaller teams evaluating access.

Pros and cons

• Pros: Broad global benchmark coverage and multiple data inputs give teams a substantial basis for cross-market comparisons.
• Pros: Job architecture, band building, pay reviews and audit trails connect role design to compensation decisions.
• Pros: EU reporting spans all 27 Member States and includes required metrics and traceability records.
• Pros: More than 50 HRIS integrations, CSV upload and included onboarding support provide practical routes into use.
• Cons: Salary Benchmarking has no self-serve free trial, so teams must start with a demo.
• Cons: Plans are billed annually, and the published entry tiers specify only one or two super users.
• Cons: The free offer is limited to Job Architecture and Levelling, not the full platform.

Alternatives

Pave Market Data is worth considering for startups with 1–200 employees that want free benchmarks for the overall U.S. and one additional market; its Market Data Pro plan is described as providing global benchmarks. For a broader framework, Compensation IQ instead combines benchmarking with job architecture and EU reporting.

Aon Radford McLagan Compensation Database may suit organizations whose benchmarking needs range from a single country to multi-market decisions and that value 24/7 platform access through participation.

Salary.com CompXL is another paid web option, with pricing requiring a personalized demo. PayPulse, Korn Ferry Assess, Brightmine Compensation Planning, Culpepper Compensation Surveys and ERI Salary Assessor are also alternatives to consider.

For category comparisons, see Salary Benchmarking Software and Job Architecture Software.

Verdict

Choose Compensation IQ if your HR or Reward team needs job architecture, global salary benchmarks and EU transparency reporting in one web platform. Its combination of broad coverage, compensation workflows and included onboarding is the main draw. Look elsewhere if you need to evaluate Salary Benchmarking through a self-serve trial, or if annual plans and limited super-user allowances do not fit your team.