The tool talent acquisition has always needed. The data HR has never had. The three sentences that end every salary argument.
The moment nobody talks about
90% of talent acquisition professionals in European SMEs make salary offers on instinct. Not because they're bad at their jobs. Because nobody gave them anything better. The internal data exists — it's sitting in your PayGapCheck report. The market data exists. The candidate signal exists. None of it reaches the TA before the offer goes out.
The result: a company that ran a €699 pay equity analysis in January hires a Senior Engineer in April above internal P75, creates compression for six existing engineers, and finds the same flag in their next PayGapCheck cycle. The analysis worked. The hiring decision undid it.
HireGapCheck breaks the cycle at the moment it matters — before the offer, not after the damage.
How it works
HireGapCheck is designed for the TA who has 20 minutes before the offer needs to go out. Not an analyst with a dedicated afternoon. Three required fields. Everything else enriches the output but is never mandatory.
Illustrative output. Powered by your PayGapCheck data in Mode A.
The Simulation
HireGapCheck runs the numbers before you extend. In 10 seconds, you get the internally consistent offer range, the compression risk, the urgency score, and a three-sentence brief you can copy directly into the committee email.
For a Senior Software Engineer, the internally consistent offer range — adjusted for current pipeline depth and a moderate urgency signal — is €65,000 to €74,000. An offer at €73,000 is analytically defensible and aligns with the observed market P50 for this role in Q1 2026. Should business context justify exceeding this range, documenting the rationale at time of offer is worth considering.
The AI Hiring Brief
Every simulation ends with an AI-generated brief in observational brand voice. Not a dashboard. Not a report to read later. Three sentences you can paste directly into the committee email, the Slack message to the hiring manager, or the document you bring to the CFO meeting. The TA copies it. Done.
For a Senior Software Engineer at this level, the internally consistent offer range — adjusted for current pipeline depth and a moderate urgency signal — is €67,000 to €74,000. The candidate's ask of €78,000 sits above the upper bound and would place them at the 87th percentile of the existing cohort, creating moderate compression risk for four comparable employees currently earning between €62,000 and €70,000; an offer at €73,000 is analytically defensible and aligns with the observed market P50 for this role in Q1 2026. Should business context justify exceeding this range, documenting the rationale at the time of offer is worth considering.
Generated by Claude AI in observational brand voice. Never prescriptive. Never a legal determination. Always cites the source of the range claim.
Who it's for
Every SME has someone who needs this and nobody has given them anything better than a spreadsheet and a hunch.
Three data modes. One output.
The simulation runs with whatever you have. Connecting your PayGapCheck report changes the output from a market estimate to an equity-grounded analysis built on your actual payroll data.
Offer Builder · Included with PayGapCheck
30 simulations included in every PayGapCheck plan. No second purchase. Open the builder, connect your report, run your first simulation. Takes 90 seconds.