Heyquity

Heyquity is a web-based compensation platform for HR, Total Rewards, People Ops, finance, and managers. It is best for organizations that want pay-equity analysis connected to review cycles, budgets, approvals, and employee communications. Custom pricing and the absence of a free trial make it a considered purchase rather than an easy pilot.

Overview

Heyquity brings recurring compensation work into one workflow. Teams can sync employee data from supported HRIS platforms or specific files, analyze pay equity, plan salary decisions, control budgets, and share outcomes with employees. Its role model separates manager, HR business partner, and administrator access, which suits organizations where compensation decisions are distributed but oversight remains centralized.

The platform is designed around EU-focused pay transparency work as well as ordinary compensation administration. Its privacy terms keep Customer Employee Data within the EU/EEA, while processing Customer Contact Data may involve transfers outside that area under safeguards such as adequacy decisions or Standard Contractual Clauses. Organizations should therefore distinguish employee-data residency from contact-data processing when reviewing the service.

Key features

Recurring pay-equity analysis can be segmented by gender, peer group, level, and location. Reports cover average and median pay gaps, quartile distributions, and peer-group comparisons, giving compensation teams multiple views of disparities rather than a single aggregate figure. Heyquity can identify unexplained gaps at team or individual level, model adjustment scenarios, and estimate their cost. That makes the analysis actionable for teams that must turn findings into a remediation budget.

Pay-range tools compare employee pay metrics with compensation bands and flag people outside their ranges. Review workflows support merit, promotion, bonus, and mid-year cycles, with configurable conditions, eligibility rules, and timelines. Real-time budget tracking and approval workflows connect recommendations to spending controls, while collaboration and change tracking provide an audit trail across HR, finance, and leadership.

Access is sensibly divided: managers see their team’s data, recommendations, and budgets; HRBPs see their assigned perimeter; and administrators retain full oversight. The rewards portal can generate personalized statements covering salary increases, bonuses, equity, and benefits, giving employees a clearer account of their total rewards. Integrations shown for BambooHR, Bob, Workday, SAP SuccessFactors, and Lucca are useful for teams already running one of those HRIS systems.

Pricing

Heyquity’s Yearly Subscription has custom pricing, with a quote available on request. There is no free trial, so prospective customers need a sales conversation and a demo before committing. The plan includes salary review workflows, approval workflows, budget controls, compensation bands, and an audit trail. This structure fits organizations seeking a complete compensation process rather than a standalone benchmarking tool, but it gives smaller teams no published low-cost entry point and no trial period for independent evaluation.

Platforms

Heyquity runs on the web. That is a straightforward fit for teams working across HR, finance, leadership, and management without a separate desktop or mobile edition.

Who it's for

Compensation and Rewards teams will find the strongest fit because pay-equity analysis, range management, review cycles, remediation scenarios, and rewards statements sit in the same product. HR and People Ops teams can use role-based access and HRIS synchronization to coordinate recurring processes. Finance benefits from live budget tracking and approval controls, while managers receive recommendations and team-level budget visibility without full administrative access.

It is less suitable for a buyer seeking a low-commitment benchmarking service, a free plan, or a self-serve trial. The custom-quote model also makes it harder for small organizations to compare costs before engaging sales.

Pros and cons

• Pro: Pay-gap analysis includes multiple dimensions, distribution views, and peer comparisons, supporting more nuanced diagnosis.
• Pro: Unexplained-gap remediation scenarios include estimated costs, linking equity findings to practical budget decisions.
• Pro: Configurable review and approval workflows cover merit, promotion, bonus, and mid-year decisions.
• Pro: Role-based access, change tracking, and an audit trail support shared work with controlled visibility.
• Pro: Personalized rewards statements cover salary, bonus, equity, and benefits in one employee-facing portal.
• Con: Pricing is custom, so buyers cannot assess the annual cost from a published rate.
• Con: There is no free trial, leaving prospects dependent on a demo and sales process to evaluate fit.
• Con: Contact-data processing may involve transfers outside the EU/EEA, which requires separate privacy review even though employee data remains within the EU/EEA.

Alternatives

Comprehensive is worth choosing when a free plan matters: its startup benchmarking access costs nothing after contributing compensation data, and it also offers a paid compensation-management plan with web access.

OpenComp suits buyers who want a free trial and a free Comp Cycles plan covering global compensation data, benchmarking, pay equity, ranges, headcount planning, total-rewards statements, and merit increases.

Pave Market Data is the better starting point for free market benchmarks, offering U.S. and one additional market at no cost for startups with 1–200 employees.

Compose by Decusoft is a web, Android, and iOS alternative with demo-based custom pricing.

CompUp is a paid API and web alternative.

Qommet is a paid web alternative.

beqom PaySuite is a paid API and web product with demo-based pricing.

CompAccelerator is a paid web alternative with pricing supplied through a scheduled demo.

For broader directories, see Compensation Management Software and Pay Transparency Software.

Verdict

Choose Heyquity if your organization needs pay-equity diagnosis, remediation planning, compensation reviews, approvals, and employee rewards statements in one web platform. Its main advantage is the link between detailed equity analysis and controlled compensation execution. Look elsewhere if you need transparent pricing, a free trial, or a lightweight benchmarking product before entering a custom sales process.