Included with every PayGapCheck report · Also available standalone

Every hire is a chance
to fix the pay gap.
Or recreate it.

HireGapCheck tells you what to offer — before the contract is signed. Internal equity, compression risk, and full compensation context in minutes, not days.

Country

City

Currency

Role

Seniority

Context

Candidate

Offer

Pipeline

Context

Run

Step 0 of 8

Paste job offer or JD to auto-fill AI Parse ▾

01 Role i

Job Family

Sub-family

Internal Role Title (optional)

02 Seniority i

—

03 Internal Pay Equity Data i

Enter the real, current pay for the people you employ today in this role × level. Annual base + other guaranteed cash. Do not include STI, LTI, or bonus.

Cohort salary range — what you pay these people right now i

Min (€) — lowest

Average (€) — mean

Max (€) — highest

Approx. team size — optional i

How does your company pay relative to the market? i

Was there a salary adjustment in the last 12 months?

Derived band → P25: — P50: — P75: — Cohort: —

Parser reads base_salary_annual + other_guaranteed_cash_annual from each row. STI/LTI columns are intentionally ignored.

Drop your PayGapCheck template here
or click to browse · .xlsx only

✓ Loaded from your PayGapCheck report

Your PayGapCheck report aggregates use the same basis: annual base + other guaranteed cash, STI/LTI excluded.

Report delivery email

—

04 Candidate i

Expected annual base salary

€

Expected STI i

€ %

Expected LTI i

€ %

Notice period

Total expected comp Enter salary above

05 Offer Design i

Offer — annual base salary

€

Offer STI i

€ %

Offer LTI i

€ %

Total offer package Enter base salary above

Offer positioning vs internal band Add cohort data to activate

P25P50P75

Drag the amber marker · updates offer base salary input

06 Pipeline i

Other candidates you're comparing — base · STI · LTI per candidate

Days this role has been open

Hiring season

07 Company Context i

Company name — legal entity

Contact email — report delivery

Sector — required for MI

Work model

Company size — headcount

Turnover for this role i — annual attrition

07 Context

Position type

Competing offers

active offers

Candidate gender i — optional

Anything else? feeds AI narrative — not stored

+ Published salary range from the job posting ▾

Range low (€)

Range high (€)

AI Hiring Brief · Three sentences. The product within the product.

—

Generated in observational brand voice · never a legal determination

—

Offer verdict · Where this offer lands in the equity corridor

—

Underpriced
attrition risk

Conservative
safe ground

Within band
equity-consistent

Stretch
urgency justified

Compression
hard stop

—

offer

P25

P50

P75

Recommended corridor

—

01 · Internal Equity

—

02 · Compression Risk

—

03 · Observed Range

—

04 · Hiring Context

—

05 · Candidate Profile

—

06 · Pipeline Intelligence

—

07 · EU Pay Transparency Check

—

○

Salary range disclosure (Art. 5)

—

○

Internal equity defensibility (Art. 4)

—

○

Gender pay gap threshold (Art. 10)

—

Directive 2023/970/EU · In force June 2023 · Transposition deadline June 2026. Analytical estimate only — not legal advice.

08 · Market Intelligence ● Live

What the system tells you that no survey can. Signals for your cohort — updated continuously from the data flywheel and live market.

Demand signal—

—

What it means: How much more (or less) this role is being posted vs recent history. Watch: sharp upward trends signal scarcity — expect candidate asks to rise and time-to-close to stretch.

—

Offer value—

—

accept rate
below P60

—

accept rate
above P65

What it means: How much the accepted-offer benchmark has shifted and where the acceptance cliff sits in your internal band. Watch: if acceptance drops below your P50, you are pricing below the market.

—

Compression forecastyour cohort

—

NOW

RISK

TodaySAFEWATCHHIGH

What it means: How many months until new-hire offers collide with existing-cohort pay at current market growth. Watch: if RISK is <12 months, plan a cohort adjustment before the next hiring wave.

—

Seasonal signal2026

—

What it means: When in the year candidate asks and counter-offers peak for this role. Watch: hiring during peak months typically costs 5–10% more — delay or accelerate accordingly.

—

Seniority mix trend4Q rolling

—

What it means: Whether the market is shifting toward senior, junior, or management hires for this function. Watch: if your hire level is trending against the market, expect a smaller and more expensive candidate pool.

—

Critical benefits to secure the hireyour cohort + market

—

What it means: Prevalence of the 4 PayGapCheck perk categories in closed offers for this role × level × country. Watch: missing a "strong"-tier perk (>70% prevalence) is a material rejection driver beyond base pay.

—

Notice period reality—

—

What it means: Distribution of notice periods for this role × country — what the "default" actually looks like. Watch: if your urgency is high, candidates in the modal bracket will not join sooner regardless of sign-on.

—

Time-to-close—

—

What it means: Median days from offer extended to accepted, and how rejection probability grows each day. Watch: past the warning threshold, every day waiting is a compounding rejection risk.

—

Active hiring landscapelast 30 days

—

What it means: Named companies actively posting this role in your country in the last 30 days. Watch: if your direct competitors appear here, expect your candidates to have live alternatives — speed and differentiation matter.

—

Skill premiummarket scan

—

What it means: Skills currently commanding a salary premium in job postings for this role × country. Watch: prioritising these in candidate evaluation can justify offers at or above P75 internally.

—

Sources: SupaSalary aggregates (anonymised, N≥5 cohort rule) · Claude API with web search · EU PTD registry data. Signals are analytical observations, not compensation directives. Regenerated at each simulation.

HireGapCheck™ · Analytical observations · Not legal advice or compensation directives
paygapcheck.com/hiregapcheck/

Every hire is a chanceto fix the pay gap.Or recreate it.

Manage your hires

Every hire is a chance
to fix the pay gap.
Or recreate it.