Pay Equity Analysis Without a Stats Degree

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PayAnalytics: A Practical Pay Equity Platform for Growing Companies Ready to Get Compensation Right

The Challenge

Pay equity isn't just a compliance checkbox anymore. For companies in the 100-500 employee range, compensation decisions are becoming increasingly visible—to employees comparing notes on Glassdoor, to regulators rolling out pay transparency laws, and to candidates who expect fairness as a baseline. The problem is that most mid-market companies don't have the statistical expertise or dedicated compensation analysts to identify where pay gaps exist, let alone fix them systematically.

This creates a difficult position for HR leaders. Spreadsheet-based analysis can surface obvious discrepancies, but it misses the nuanced, controlled gaps that emerge when you account for role, tenure, performance, and location. Meanwhile, enterprise-grade compensation suites are often overkill—expensive, complex, and designed for organizations with entire comp teams to manage them. What growing companies actually need is something purpose-built: rigorous enough to withstand scrutiny, but practical enough for a lean People team to own.

How PayAnalytics Approaches It

PayAnalytics was developed out of academic research, which shows in how the platform handles pay equity analysis. Rather than offering pay equity as one feature among many, the company built its entire product around statistical modeling that distinguishes between controlled and uncontrolled pay gaps. Controlled gaps isolate the impact of demographic factors (like gender or ethnicity) after accounting for legitimate pay drivers such as job level, experience, and geography. Uncontrolled gaps show the raw difference in pay across groups—useful for understanding overall representation and opportunity issues, not just compensation policy.

The platform allows HR teams to import compensation data, run regression-based analyses, and generate visualizations that make results interpretable for non-statisticians. This is particularly valuable when presenting findings to leadership or preparing documentation for regulatory requirements. Users can segment analysis by department, location, or job family, which helps identify whether gaps are systemic or concentrated in specific areas of the business.

One of PayAnalytics' distinctive strengths is its emphasis on ongoing monitoring rather than one-time audits. The platform is designed to integrate into compensation review cycles, flagging potential inequities before they become embedded in salary structures. For organizations subject to pay reporting requirements in the EU or certain U.S. states, this continuous approach can reduce the scramble that comes with annual compliance deadlines.

The company has built a strong presence in Nordic countries, where pay transparency regulations have been in place longer, giving them real-world experience with the kind of reporting requirements that are now expanding globally. That foundation has informed a product that balances statistical rigor with practical usability—a combination that's harder to find than it sounds.

Who It's Built For

PayAnalytics fits best with companies that have moved past the startup stage and are experiencing the growing pains that come with scale. If you're at a point where compensation decisions are becoming decentralized—multiple hiring managers making offers, different departments with their own budgets—gaps can emerge quickly without anyone intending them. The platform is designed for HR generalists and People Ops leaders who need to own pay equity without becoming statisticians themselves.

Signs that you're ready for a tool like this include preparing for pay transparency legislation, noticing inconsistencies during salary reviews that are hard to explain, or simply wanting to get ahead of employee questions about fairness. Companies that have recently gone through rapid hiring, mergers, or geographic expansion often find that their pay structures have drifted in ways that aren't immediately visible—and that's precisely where PayAnalytics is designed to provide clarity.

What Customers Are Saying

User feedback on PayAnalytics tends to highlight two themes: the quality of the analysis and the responsiveness of the support team. Reviewers on G2 describe the platform as intuitive for a technical subject, with one noting that the statistical outputs are "easy to understand and present to stakeholders." Another customer commented on how the tool helped them identify gaps they hadn't anticipated, allowing proactive adjustments before issues escalated.

The company's Nordic roots come through in customer reviews as well, with users noting a collaborative approach to implementation and a willingness to adapt the platform to different regulatory contexts. For organizations that are new to formal pay equity analysis, this kind of guided onboarding matters—it's the difference between having a tool and actually using it effectively.

Getting Started

PayAnalytics operates on a subscription model, with pricing that scales based on company size. While specific pricing isn't publicly listed, the platform is positioned for mid-market budgets rather than enterprise-only. Implementation timelines are relatively short, assuming clean compensation data is available—most customers are running their first analysis within a few weeks of signing on.

Key Takeaway

For mid-market companies that want to address pay equity with genuine analytical rigor—without hiring a dedicated compensation analyst or overpaying for enterprise software—PayAnalytics offers a focused, research-backed solution that grows with your organization.

Learn more at payanalytics.com