Greatpoint HR Market Pricing helps HR and compensation teams price roles using external market data and turn the results into pay targets and ranges. Teams can import survey subscriptions they already own and combine them with Greatpoint HR’s proprietary dataset. The pricing workflow covers job matching, market selection, data normalization and aging, weighted composites, and percentile calculations. Users can weight survey sources, apply aging factors, and account for location across one or more markets. Pricing runs can produce market reference points, P25, P50, and P75 percentiles, location-adjusted results, and pay ranges. Teams can compare employees’ actual pay with market references to identify gaps, outliers, and compression risks. The platform also brings together proprietary market intelligence, historical trends, forecasts, and economic and labor market context. It supports use cases including new or backfill roles, compensation cycle refreshes, geographic pay decisions, organizational changes, and job leveling. The workflow records its methodology, rationale, approvals, and versions, and offers leader-ready summaries and exportable outputs. Data refresh is described as real-time. Addressing coverage gaps may require survey data from multiple sources. Greatpoint HR invites prospective customers to request a demo; product pricing is not public.
Who it is for
This product is aimed at HR and compensation teams and compensation professionals who price roles, benchmark employee pay, or make geographic pay decisions. It suits teams that can bring survey subscriptions to combine with Greatpoint HR’s proprietary data.
What is good
- Combines imported survey subscriptions with proprietary market data.
- Supports weighted composites, aging factors, and percentile benchmarks.
- Adjusts results for locations across multiple markets.
- Compares employee pay with market references to surface gaps and outliers.
- Records methodology, rationale, approvals, and versions.
What to know first
- Pricing is provided on request, with a demo request offered.
- Addressing survey coverage gaps may require data from multiple sources.
- The market pricing page does not name survey vendors or integrations.
Verdict
Consider Greatpoint HR Market Pricing if your HR or compensation team needs role pricing, pay ranges, and employee benchmarking from combined survey and proprietary data. Teams should look elsewhere if they cannot provide survey data from multiple sources where coverage gaps need to be addressed, or need public pricing before requesting a demo.
Get started with Greatpoint HR Market Pricing
- Visit the market pricing website.
- Request a demo from Greatpoint HR.
- Import survey subscriptions your team already owns.
- Work through job matching and market selection, then normalize, age, weight, and calculate the data.
Questions about Greatpoint HR Market Pricing
How much does Greatpoint HR Market Pricing cost?
Pricing is on request. The page invites prospective customers to request a demo and does not provide a public plan price.
Can I use my existing survey subscriptions?
Yes. Teams can import subscriptions they already own and combine them with Greatpoint HR’s proprietary dataset.
Does it support multiple locations?
Yes. It applies location-based differentials, including across multiple markets.
What outputs can a pricing run produce?
Outputs include MRPs, P25, P50, and P75 percentiles, location-adjusted variants, and pay ranges.
What is the data refresh rate?
The listed data refresh is real-time.
Does the page name specific survey vendors or integrations?
It describes importing survey subscriptions but does not name specific vendors or integrations.
Greatpoint HR Market Pricing plans and pricing
All plansCompared on pay transparency software
- Job matching
- Yes
- Pay equity analysis
- Yes
- Data refresh
- real-time
