Compensation IQ

Overview

Compensation IQ brings job architecture, salary benchmarking and EU Pay Transparency into one web platform. Its global benchmarks span 5m+ companies, 80k+ 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 add breadth for teams managing compensation across markets.

That breadth comes with a meaningful trade-off: Salary Benchmarking starts through a demo, while the no-cost Job Architecture and Levelling offer is limited to that part of the platform. 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 architecture framework covers 14 levels, 3 tracks, 34 job families, 21,000+ job titles and 30+ external frameworks. That gives People teams a substantial role taxonomy to work from; the 100–200 employee entry plan’s single super user may be a constraint for teams that need several administrators.

Benchmarking and pay reviews

Salary Benchmarking combines precision filters with an in-platform salary band builder, pay review tools and audit trails on bands. Those workflows make the data useful beyond comparison alone, particularly for teams documenting how bands are set and reviewed. More than 50 HRIS integrations, including HiBob, BambooHR, SAP and Personio, reduce manual transfer work; CSV upload is also available.

EU pay transparency

The compliance product generates Article 7 responses, all seven Article 9 metrics, adjusted and unadjusted gender pay gaps, and Article 18 traceability records. Coverage spans all 27 EU Member States and supports multiple countries, languages and currencies, a practical fit for cross-border employers facing EU reporting work.

Pricing

Plans are billed annually, with the published entry tiers sized for 100–200 employees. Job Architecture & Levelling costs £2,500/yr and includes 1 super user. It is the lowest-cost route for teams focused on role frameworks, but it does not include the paid benchmarking and EU compliance plans.

Global Salary Benchmarking costs £4,200/yr and includes 2 super users and 50+ HRIS integrations. It is the relevant tier for market comparisons and band workflows; there is no self-serve free trial, and customers begin through a demo. EU Pay Transparency costs £5,200/yr and includes coverage of 27 EU Member States and 7 Article 9 metrics, making it the dedicated option for EU reporting needs. Subscriptions include guided onboarding, 1:1 training, a dedicated Customer Success Manager, UK business-hours product help and no implementation fees.

Job Architecture and Levelling is also offered free with no time limit, giving teams a way to use that module without buying a paid subscription. The paid platform is described as serving companies from 100 to 5,000+ employees, but the listed plan tiers cover 100–200 employees; teams outside that band should expect custom pricing rather than assume the entry prices apply.

Platforms

Compensation IQ is available on the web. HRIS integrations and CSV upload support data movement into the platform, while API access is listed for teams with integration needs beyond the named connections.

Who it's for

This is best suited to HR, Reward and People Operations teams that want structured job architecture alongside global salary data, pay review workflows or EU transparency reporting. Employers operating across EU markets have a clear reason to consider the compliance tier. A team seeking only a no-cost benchmarking trial, or requiring mobile apps, should look elsewhere.

Pros and cons

• Pros: Broad benchmark coverage across countries, industries and titles gives multinational teams a wide comparison base.
• Pros: Job architecture, band building, reviews and audit trails connect compensation analysis with operational workflows.
• Pros: EU reporting outputs and multi-country, multi-language and multi-currency support suit employers with obligations across the 27 Member States.
• Cons: Salary Benchmarking has no self-serve free trial, so prospective buyers must start with a demo.
• Cons: The published paid tiers specify only 1 or 2 super users, which may be restrictive for larger administration groups.
• Cons: The no-cost offer covers Job Architecture and Levelling, not the core benchmarking or compliance tiers.

Alternatives

Salary Benchmarking Software and Job Architecture Software are useful starting points for comparing category-specific options. Choose Pave Market Data instead if a startup with 1–200 employees needs free U.S. and one additional market benchmarks through Market Data Lite; its Pro plan offers global benchmarks. PayPulse is another web and API alternative.

Consider Aon Radford McLagan Compensation Database if benchmarking participation across one or several markets and 24/7 platform access are the priority. Salary.com CompXL is an alternative for buyers willing to obtain pricing through a personalized demo. Payscale Salary Benchmarking offers Core and Premier tiers; Core includes Smart Price and Explore, standard and smart reporting, one-way HRIS integration, while custom reporting and certain datasets are add-ons.

CompAce may suit teams wanting compensation management, benchmarking, job architecture, role grading, salary bands, pay equity and internal pay alignment, with its Starter plan priced at 1250.00 AUD per month for up to 250 employees. Compifi is another option, with a Core plan at 999.00 USD per month, a 12-month service agreement, quarterly market-data refresh and spreadsheet upload. Figures offers a €4,000/year Benchmark plan with 500,000+ compensation data points, real-time fixed and variable pay and company-profile filters.

Verdict

Compensation IQ is a strong fit for mid-sized and larger People teams that want job architecture, pay benchmarking and EU transparency work under one roof. The breadth of its data and its built-in band and compliance workflows are the main reasons to choose it. Look elsewhere if you need a self-serve benchmarking trial, several super users at the entry tier, or a mobile app.