HireGapCheck™ · Offer Builder
Included with PayGapCheck

Turn gut feeling into
documented
professional judgment.

The tool talent acquisition has always needed. The data HR has never had. The three sentences that end every salary argument.

Open the offer builder See how it works

The moment nobody talks about

Every pay gap report looks backward.
Every new hire recreates it forward.

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.

Without HireGapCheck
TA has a candidate asking €78k. The CFO says "€70k is what we budgeted." The hiring manager says "just close it." The offer goes out at €74k. Three months later: compression risk flagged for six engineers in the next PayGapCheck cycle. The gap was rebuilt.
With HireGapCheck
TA runs the simulation. Internal P75 is €73k. Candidate ask of €78k sits at P87. Compression risk: MODERATE. Urgency factor: 4/5 (role open 47 days, 2 competing offers). AI brief generated. TA pastes it into the committee email. Offer goes out at €73k with documented rationale. Gap protected.
The argument TA always loses
CFO: "€65k is the budget." TA: "The candidate has competing offers." CFO: "Everyone says that." TA: pastes the HireGapCheck brief. "Urgency factor 4/5. Pipeline average €71k. Observed range €68k–€74k. Below €68k: 31% offer acceptance rate." Argument over.

How it works

Three inputs.
Ninety seconds.
One defensible brief.

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.

01
Role + level
Job function and seniority level from the PJFT taxonomy. Paste the job description and the AI maps it for you.
Required
02
Candidate salary ask
What they want. Current salary, full comp, and notice period are optional enrichments — each one makes the output more precise.
Required
03
Connect your data
Enter the email from your PayGapCheck report for Mode A — full internal equity analysis. Or upload a salary file for Mode B. Or skip — market signals still produce a useful range.
Optional · but changes everything
Simulation output · Senior Software Eng High confidence
Internal P25 / P50 / P75 €62k · €68k · €74k
Candidate ask position P87 — above band
Compression risk Moderate · 4 affected
Market P50 (Portugal · Q1) €71k
Urgency factor 4 / 5
Observed range €67k — €74k
EU compliance (Art. 5) Within disclosed band

Illustrative output. Powered by your PayGapCheck data in Mode A.

The Simulation

Every offer.
Every candidate.
Validated.

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.

  • Internal equity check (P25 / P50 / P75 for this role × level)
  • Compression risk — how many colleagues are below the new hire
  • Urgency factor — pipeline depth, days open, competing offers
  • Observed offer range, adjusted for context
  • Full comp compare — candidate ask vs offer vs internal P50
  • EU Pay Transparency compliance check (Art. 5 / 4 / 9)
  • AI Hiring Brief — ready to paste, always cites the methodology
Run a simulation free
HIREGAPCHECK™ · Simulation Result · High Confidence
Senior Software EngineerSoftware & Platform Engineering · Senior Specialist · Portugal · EUR
€65,000 — €74,000 ⚡ Urgency adjusted
HIGH CONFIDENCE · REPORT · Based on 23 internal peers
Internal Equity
P50 €69k · ask +11%
Compression Risk Medium 4 colleagues affected
Urgency Factor
MEDIUM · 3/5
EU Pay Transparency ✓ Compliant Art. 5 · 4 · 9
AI Hiring Brief

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

Three sentences.
The product within
the product.

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.

  • 📧
    Committee email
    HR brings a data-backed recommendation to the hiring committee. Not an opinion — an observed range with methodology.
  • 💬
    Slack to the hiring manager
    "Here's the data." Two sentences. The hiring manager who wanted to underpay now has a number with a reason against it.
  • 📄
    Validated Offer Brief (PDF)
    For agencies and formal hiring processes — a shareable document with methodology disclosure, range, and AI rationale. The agency's credibility tool.
  • 🗂️
    PTD audit trail
    EU Pay Transparency Directive Art. 9(1) requires documented pay criteria. Every simulation generates a timestamped compliance record. Automatically.
AI Hiring Brief · Generated · Senior Software Engineer · Portugal

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.

Copy for hiring committee

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

The people who make offers
without enough data.

Every SME has someone who needs this and nobody has given them anything better than a spreadsheet and a hunch.

TA Manager · HR Business Partner
At any SME with 50–500 employees
They know what the right offer is. They need the data and language to defend it against a CFO who wants to hire cheap or a hiring manager who wants to close fast at any cost.
Three sentences and a range. Ready to paste. Ready to send.
Recruitment Agency
Placing 100–500 candidates per year
They advise clients on compensation every day. They use market instinct and relationship trust. HireGapCheck turns that advisory into a PDF with methodology behind it.
A Validated Offer Brief that makes the placement fee easier to justify.
Hiring Manager · Startup Founder
No dedicated HR function
Making offers directly, without an HR team, without internal data, without market intelligence. Often relying on what the last person earned — which may have been wrong too.
A market-calibrated range, clearly labelled as such, in 90 seconds.

Three data modes. One output.

The more data you bring,
the sharper the brief.

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.

Mode A · PayGapCheck customers
High confidence
Your own data
Enter the email from your PayGapCheck report. The system pulls your exact P25/P50/P75 for the role × level combination. The internal equity signal comes directly from your anonymised salary aggregates — not market estimates.
Mode B · XLSX upload
Medium confidence
Upload your salary file
Upload the PayGapCheck template with your employee data. Parsed entirely in the browser — no server upload until you run the simulation. Same result as Mode A for companies without a prior report.
Mode C · Market only
Market signal
No internal data
No upload, no report. The simulation runs on market signals and PJFT benchmarks. Clearly labelled as market-only. Useful for agencies and hiring managers without internal payroll context.

Offer Builder · Included with PayGapCheck

The next offer
goes out with
data behind it.

30 simulations included in every PayGapCheck plan. No second purchase. Open the builder, connect your report, run your first simulation. Takes 90 seconds.

Open the offer builder Don't have a PayGapCheck report yet? Start here →

Common questions

Before you start

What is HireGapCheck™?

A pre-hire salary simulation for HR teams that already have a sense of what the right offer looks like — and want a structured, data-anchored check before it goes out. Internally consistent offers that create equity problems are common. HireGapCheck™ surfaces them before the contract is signed.

What data do I need?

The role, the job level, your internal cohort salary range, and what the candidate is asking for. If you have a PayGapCheck™ report, the internal data populates automatically.

How is HireGapCheck™ priced?

Credit model. One credit, one simulation. Top-up packs available. PayGapCheck™ full reports include a credit allocation based on company size tier.