ReadinessCheck™ · PTD Diagnostic
€299 + VAT · one-time

Ready to face
regulators
and competition?

The PTD diagnostic your consultancy charges €15k for. Today — not next month. Without sharing a single salary.

No salary data requested · No consultant required

Take the Readiness Check See how it works

The diagnostic nobody runs

Every CFO has been quoted €15k.
Every HR director has been told "a few weeks."

The EU Pay Transparency Directive requires more than a number. It requires a posture — documented categories of work, defensible pay-setting criteria, an answer to a Right-to-Information request that lands the same day. None of that lives in a payroll export. It lives in how the company actually operates.

The diagnostic that maps it has, until now, been a consultancy engagement. €15k–€50k. A few weeks of interviews. Slides at the end. The HR director who needs the answer next Tuesday gets a calendar invite for next quarter — and a CFO who has not yet approved the budget.

ReadinessCheck is the same diagnostic, run by the company itself. Forty-eight questions. Twenty minutes. A boardroom-ready report — anchored in the PTD articles, scored across seven blocks, written in observational tone. No salary data leaves the room.

A familiar position
The HR director suspects exposure across recruitment, communication and reporting readiness — but cannot put a number on it. The CFO will not approve €15k for a feeling. The board is waiting for the May update. Nothing measurable has been written down.
After ReadinessCheck
Forty-eight questions answered, paused and resumed across two coffees. Seven axis scores, one global score, three named risk signals. The HR director walks into the next meeting with a document, not an instinct. The CFO sees a price tag the size of a software subscription, not a consulting engagement.
What the report does not claim
It does not certify compliance. It does not replace legal counsel. It is an observational diagnostic — a starting point, an artefact, a record. Until the company has measured itself, every conversation about readiness is opinion. ReadinessCheck makes the first measurement available without the gatekeeper.

How it works

Three steps.
Twenty minutes.
One boardroom report.

ReadinessCheck is built for the person who has 20 minutes between meetings, not an analyst with a dedicated week. Every response is auto-saved. The check can be paused and resumed from the same magic link.

01
Answer ~48 questions
Multiple choice, mapped to the seven PTD blocks. No payroll data, no employee names, no compensation figures. Each response is auto-saved — you can close the tab and resume from the magic link.
No salary data
02
Receive your axis scores
Seven axis scores plus a global score (0–100), banded as Reactive / Aware / Structured / Proactive / Strategic. Deterministic — no AI in the score itself, no probabilistic ranges.
Deterministic scoring
03
Read your gap narrative + roadmap
An AI-generated narrative anchored in PTD articles — observational, never prescriptive — names 3–5 specific risk signals and a prioritised roadmap per block. Downloadable as PDF for the next CFO meeting.
Observational AI
ReadinessCheck™ · Preliminary Result Structured
60/100
A solid foundation is in place — specific areas need to be formalised and documented.
~48 responses · 7 axes · 3 named risks
Recruitment
75
Architecture
55
Decisions
50
Communication
65
Reporting
55
Governance
48
Technology
60

The Output

Seven axis scores.
One AI gap narrative.
One PDF.

Every check produces the same boardroom artefact. Not a dashboard to read later — a document to bring to the next meeting. Anchored in PTD article references. Written in observational brand voice. Never claims a legal determination.

  • Global readiness score (0–100) with banded interpretation
  • Seven axis scores, mapped to PTD articles
  • 3–5 named risk signals — observational, never alarmist
  • AI gap narrative per block, anchored in Art. 4–10 references
  • Prioritised roadmap — what is worth considering first, second, third
  • Downloadable PDF — same report, ready for the CFO meeting
  • Resume-anywhere magic link — no passwords, no account
AI Gap Narrative · Generated · Block 4 — Internal Communication

For Block 4 — Internal Communication — responses indicate a partial readiness profile. The right-to-information channel exists in HRIS but has not been communicated to employees in the last 12 months, and salary confidentiality language remains in current employment contracts. Two named risk signals: right-to-information not communicated · salary confidentiality clauses contractual. Worth considering first: drafting a one-page Right-to-Information notice and pairing it with a contract addendum that removes confidentiality language for pay topics. Anchored in PTD Art. 7 (right to information) and Art. 8 (employer disclosure obligations).

Sample narrative · one of seven blocks

Generated by Claude AI in observational brand voice. Never prescriptive. Never a legal determination. Always cites the PTD article behind the claim.

Seven blocks · Mapped to PTD articles

Seven blocks. Mapped to PTD articles.

The diagnostic does not invent an axis system. It mirrors the structure of the EU Pay Transparency Directive 2023/970 — the same articles a regulator would walk through.

B1
Art. 5
Recruitment & Offer
Salary band disclosure to candidates, salary-history requests, recruitment process design. The first surface where transparency is observable.
B2
Art. 4 · 6
Pay Architecture
Categories of work, pay-setting criteria, structural rationale. The framework that turns an opinion into a pay decision.
B3
Art. 6 · 7
Compensation Decisions
How increases, promotions and starting salaries are decided. Documented criteria, audit trail, defensibility of the pay decision itself.
B4
Art. 7 · 8 · 9
Internal Communication
Right-to-information channels, salary confidentiality clauses, communication of pay criteria to employees. The disclosure surface inside the company.
B5
Art. 9 · 10
Reporting Readiness
Capacity to produce the regulator-facing report — pay gap calculation, joint pay assessment, documented categories. The endgame the Directive requires.
B6
Art. 14 · 17
People, Culture & Governance
Manager pay-decision training, formal pay-equity policy, governance committee, transparency culture, dispute process. The maturity layer that sits above mechanical compliance.
B7
Art. 9 op
Technology & Data Infrastructure
HRIS integration, data extractability by gender / function / level, data-quality controls, strategic use of pay data, market benchmark access. The operational backbone that decides whether the regulator-facing report is one-click or one-quarter.

Who it's for

The people who need clarity
before they need a consultant.

Every company subject to the Directive has someone whose responsibility this is — and not enough budget to start with the €15k engagement.

HR Director
SME · 50–500 FTE
Knows the Directive applies, knows the gaps exist, has no internal taxonomy to surface them, and no budget pre-approved for a consultancy diagnostic. Needs an artefact to take to the CFO before the conversation about €15k can happen.
An axis-scored report, ready to bring to the next exec meeting.
CHRO · People Director
Mid-cap · multi-country
Already running compliance work in parallel with several consultancies and tooling vendors. Wants a fast internal baseline that is consistent across geographies and does not depend on a vendor calendar.
A common scoring frame for every entity, run in 20 minutes.
Compliance Lead · DPO
Any company subject to PTD 2023/970
Owns the audit posture but rarely owns the payroll system. Needs a defensible record that the company has run a structured readiness check — separate from the salary-data work that sits with HR.
A documented diagnostic, anchored in PTD articles, dated.

No salary data requested

Zero salary data leaves the room.

ReadinessCheck is a qualitative diagnostic. The questions cover process, governance, communication and reporting capability — never compensation figures. The trust posture matches the audience: HR directors who are not yet ready to upload a payroll file.

🔒
No payroll upload
No employee names. No salary figures. No headcount per role. The questionnaire never asks. The check is over before any of that becomes relevant.
📨
Magic-link 2FA
No password to remember, no account to create. A single-use link arrives by email. The link is the session — pause anywhere, resume anywhere. Same pattern as PayGapCheck.
💾
Auto-saved per response
Every answer is saved the moment it is given. Closing the tab loses nothing. Coming back tomorrow loses nothing. The check fits between meetings, not inside one.

ReadinessCheck™ · €299 + VAT one-time

Clarity before
obligation.
Today.

Forty-eight questions. Twenty minutes. One boardroom report — anchored in the PTD articles, scored across seven blocks, written in observational tone. €299 + VAT one-time. No subscription. No salary data.

Take the Readiness Check Already have a link? Resume your check →

Common questions

Before you start

What is ReadinessCheck™?

A structured PTD diagnostic that scores your organisation across seven readiness axes — recruitment, pay architecture, compensation decisions, communication, reporting readiness, governance, and technology. The output is a scored report with a prioritised roadmap, available the same day.

Do I need to upload salary data?

No. ReadinessCheck™ assesses your processes and governance — not your payroll. No salary data required. Your report is available the same day payment is confirmed.

How much does it cost?

€299 + VAT, one-time. EU B2B customers can apply a valid VAT ID at checkout for reverse charge. No follow-on obligations.

What does the report include?

Seven axis scores, an AI-generated narrative anchored in the specific PTD articles relevant to your situation, identified risk signals, a prioritised action roadmap, and applicable national transposition context for your country. For each block, you can describe your current process in your own words — and raise specific questions or concerns for us to address directly in your report.