Ready for the EU Pay Transparency Directive,without the spreadsheet chaos.
Staffatlas structures your job architecture and analyses pay disparities, so you can explain and defend every compensation decision.
Built and hosted in the EU
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Pay is open to negotiation, but must be defensible and fair.
Unequal pay doesn't happen out of malice, but from a lack of structure. Transparency and objective, verifiable criteria are the future.
Whoever negotiates hardest gets paid the most
Those who negotiate hard get more. Those who stay quiet fall behind. Without clear guardrails, negotiation skill decides compensation instead of performance.
The challenge: Comparing apples to oranges
What does "Senior" mean in Marketing compared to IT? How should an expert career track be paid compared to management? You need an answer to that.
Good intentions alone are no longer enough
The EU Pay Transparency Directive demands more from you. Pay differences must be justifiable, and employees have a right to information.
Job architecture becomes the foundation for transparent pay.
Build the job architecture that fits your company. It is the basis for comparing different salaries.
Job architecture
The clear structure your organization has been missing.
Structure every role in your company into functions, job families, and disciplines. A level framework across all departments and clear job descriptions: drafted by AI, refined by you.
- Import roles directly from your HRIS or via CSV
- Structure manually or use suggestions from StaffAI™
- Levels, grades, and salary bands tailored to you
- Dual career paths: specialist and leadership tracks
Pay transparency
Turn structure into defensible answers.
Evaluate your roles using a recognized factor framework, form comparison groups by score, and analyze actual compensation. Every figure becomes transparent and explainable.
- Objective job evaluation based on the EU factor framework
- Comparison groups derived from objective scores
- Gender pay gap analysis and in-depth reporting
- Right-to-information responses and reports straight from the platform
Five steps to transparent compensation.
Staffatlas guides you step by step through the process toward a transparent compensation model.
- 01
Architect
Import roles from your HRIS or Excel, group them into job families, and set up your level framework and career paths.
- 02
Define
Define job descriptions and create job levels. StaffAI™ creates a draft for you to review and approve.
- 03
Evaluate
Evaluate all roles, factor by factor. StaffAI™ analyzes your descriptions and provides well-founded rating proposals.
- 04
Analyze
Analyze compensation, evaluation results, and gender distribution, and isolate differences between different groups.
- 05
Remediate
Document objective justifications for pay differences and take action to close pay gaps.
AI proposes. You decide.
StaffAI™ takes the time-consuming routine work off people teams. The AI analyzes existing roles and descriptions, assigns positions to job families, and proposes objective job evaluations. The rule is simple: StaffAI makes suggestions, but the decision is always yours.
Objective, cited factor ratings
Initial evaluation ratings are derived directly from your job descriptions — always referencing the exact source passage.
Supports with remediation
The AI identifies reasons for pay gaps and suggests actions to close them.
Data privacy comes first
StaffAI has no access to personal data.
Reliable and secure from day one.
GDPR compliant
European company, EU-only cloud hosting. Your data is encrypted.
Complete audit trail
Full change history: track who changed what, when, and how data looked before.
Single Sign-On
Seamless authentication via your company login (Entra ID or Google Workspace).
Explainable metrics
Every score, salary range and pay gap can be traced back.
Experience Staffatlas with your own job catalog.
Let's talk! We give you a walkthrough of Staffatlas and show you what your job architecture could look like — and how you can get to pay transparency with confidence.