Turn Pay Equity from a Risk Into a Competitive Advantage.
Board-ready reports, regulatory exposure analysis, and remediation cost modeling — so leadership can act, not just react.
What keeps leadership up at night
Regulatory Exposure
The EU Pay Transparency Directive and growing US state fines raise the stakes for every gap in your compensation data — with real dollar consequences.
Talent Brand Damage
Pay disparities erode trust and employer brand, fueling attrition long before any legal action. The reputational cost compounds every quarter.
Unknown Remediation Cost
Leadership can't budget for a gap it can't quantify. Without clear cost modeling, pay equity stays a risk on the balance sheet instead of a line item in the plan.
Why PaySymmetry, not legacy tools
On-Demand Analysis, Run When You Need It
PaySymmetry runs OLS regression on the payroll data you upload, on demand — so you get a defensible analysis whenever you need one, not once a year on someone else's schedule.
One-Time Consultant Audits
A traditional pay equity audit runs $50,000–$150,000+ per engagement and delivers a snapshot that's stale the moment your headcount changes — which is most months.
Built for the Mid-Market, Not Just the Fortune 500
Pricing and onboarding sized for a 500–10,000-employee company — proportionate to the problem you actually have.
Enterprise Point Solutions
Most enterprise pay-equity platforms live in $100,000+ deals built for Fortune 500 procurement cycles — out of reach for the team that needs an answer this quarter.
Inbound to Insights in Days, Not Weeks
Upload your file, map your fields, and your first analysis can be ready in under 48 hours. No implementation consultants. No six-week onboarding.
Legacy Tool Onboarding
Traditional platforms require lengthy onboarding engagements, professional services fees, and weeks of implementation before you see a single result.