Build from scratch
Create the structure, job architecture, grade profiles and salary ranges in the right sequence.
Compensation intelligence, built for HR
Build a salary scale leadership can trust.
CompStrata turns organization data, jobs and market evidence into a defensible grading and salary structure—with the working files to implement it.
0 guided journeys0 controlled deliverables0 defensible methodology
COMPENSATION STRUCTURE PROJECT VIEW
GRADE ARCHITECTURE
G08Senior Management28,000 — 44,000
G07Management21,000 — 33,000
G06Senior Professional15,500 — 24,500
G05Professional11,500 — 18,000
RANGE LOGICValidated
JOB MAPPINGComplete
CONFIDENCEHigh
● Human approval requiredREADY FOR REVIEW
JOB ARCHITECTUREJOB EVALUATIONMARKET POSITIONINGRANGE DESIGNIMPLEMENTATION
Start from your reality
One specialist platform.
Three ways in.
Whether you have nothing, an existing scale or one urgent issue, CompStrata keeps every recommendation connected to sound compensation practice.
→
Review your scale
Diagnose internal equity, range design, market alignment, compression, gaps and governance.
Solve a pay problem
Work through grading disputes, outliers, below-range cases and difficult pay decisions.
The CompStrata sequence
Five gates between a pay question and a sound answer.
Each stage validates the evidence needed by the next. If the foundation is weak, CompStrata stops, explains the gap and helps HR correct it.
01
OrganizationStructure, layers and accountabilities
CHECKED02
JobsArchitecture and grade-ready evidence
CHECKED03
EvaluationConsistent job value and grade boundaries
VALIDATED04
MarketComparison market and pay positioning
ASSESSED05
Salary scaleRanges, employee impact and governance
APPROVALBuilt in the right order
Not ready for grading?
We build the foundation.
CompStrata does not evaluate unreliable job titles or invent responsibilities. It helps HR create the evidence needed for a credible salary structure.
01
Structure BuilderReporting lines, layers, spans, duplicated work and structural risks.
02
Job ArchitectureStandardized titles, families, tracks, levels and controlled job inventory.
03
Grade-ready JDsScope, decisions, impact, accountability, knowledge and leadership evidence.
ORGANIZATION FOUNDATIONValidated for evaluation
EXECUTIVEChief Operating Officer
FUNCTIONEngineering12 roles
FUNCTIONOperations18 roles
✓ Structure reviewed✓ JDs grade-ready✓ Jobs controlled
Work you can use
The project ends with
documents—not chat.
Every completed engagement produces a controlled compensation pack for analysis, leadership approval and implementation.
ILLUSTRATIVE OUTPUTSalary Scale / AED MonthlyXLSX
GRADEMINIMUMMIDPOINTMAXIMUM
G0828,00035,00044,000
G0721,00026,50033,000
G0615,50019,50024,500
G0511,50014,50018,000
Range logic: validatedMidpoint progression: controlled
ILLUSTRATIVE OUTPUTGrade Reference / G06PDF
G06
Senior ProfessionalComplex specialist work with material project impact
- DECISION SCOPE
- Selects methods and advises managers
- KNOWLEDGE
- Deep professional or technical expertise
- LEADERSHIP
- Mentors professionals; may lead projects
- EXAMPLE ROLES
- Senior Engineer · Senior Accountant
Illustrative sample only. Actual grades, roles and salary figures are built from each organization’s approved evidence.
Salary Scale & Grading Workbook
Grades, ranges, job mapping, employee positioning, cost scenarios and implementation controls.
Grade Reference Guide
Purpose, scope, accountability, knowledge, leadership and representative roles for every grade.
Executive Summary
Key findings, risks, financial impact, recommendations and decisions required from leadership.
Methodology & Governance Manual
The rules HR needs to operate, review and defend the salary structure over time.
+
When structure and JDs are in scopeThe pack also includes the organization structure, job architecture register and individual grade-ready job descriptions.
EXPERT REVIEW / 3–5 DAYS
Market evidence when your data is missing.
Our team reviews the approved grades, industry, size, pay basis and comparison market to prepare curated grade-level references.
GCCLEVANTEGYPT
Expert Market Benchmark Review
AI speed.
Human market judgment.
Choose your own market evidence, assessed public sources, or a human-curated review included for one project. You see the proposed references and remain free to adjust them.
- Grade-level—not random title-level—benchmarking
- Rationale, assumptions and confidence for every reference
- Curated market intelligence, not presented as a proprietary survey
From symptoms to decisions
What happens when the pay problem is not obvious?
New hires are catching experienced employees.
CompStrata tests range position, tenure patterns, hiring pressure and progression before recommending a targeted response.
DIAGNOSE→MODEL COST→DECIDE
An employee sits below the grade minimum.
It checks job placement, pay definition, performance context and affordability rather than automatically increasing salary.
VALIDATE→PRIORITIZE→IMPLEMENT
The job description cannot support grading.
CompStrata identifies the missing evidence and helps HR strengthen the JD before any final evaluation score is accepted.
FLAG GAP→REBUILD→APPROVE
Confidence by design
Methodology and
control built in.
Evidence before answers
CompStrata labels assumptions, validates inputs and will not invent market figures or completion.
Data minimization
Users are guided to remove personal identifiers and provide only the fields required for the decision.
Human decision rights
AI recommends. HR validates. Leadership approves. Material pay decisions remain human-controlled.
Project isolation
Customer and project information is not intentionally reused, compared or exposed across conversations.
Platform-specific hosting, retention and compliance details are verified separately before live confidential data is used.
Designed for the people doing the work
For HR teams and
independent consultants.
Build a structure you can take to management, explain clearly and govern after launch.
Apply a consistent, professional process across client projects without losing expert judgment.
Replace scattered salary decisions with a practical framework before inequity becomes expensive.
Straight answers
Before you start.
01Does CompStrata simply generate salary figures?+
No. It first validates the organization, jobs, grades, pay basis and comparison market. Salary figures without that foundation are not defensible.
02What if our structure or job descriptions are incomplete?+
CompStrata can help diagnose the structure, build job architecture and create grade-ready job descriptions before evaluation begins.
03Can it work without purchased market data?+
Yes. You can provide your own evidence, use assessed public sources, or request the CompStrata Expert Market Benchmark Review for supported markets.
04Does AI make the final pay decision?+
No. CompStrata recommends and explains. HR validates, leadership approves, and material decisions remain under human control.
Make the next pay decision defensible
Build the structure.
Keep the judgment.
See how CompStrata can support your organization or consulting practice.
Request a private demo ↗Private access only while final product validation is completed.