Identify offer-to-incumbent pay gaps before they drive attrition
See where your offers run above incumbents, so you can flag internal equity risk before it drives attrition.
"Where are new hires coming in compared to people already doing the job?"
Why this comes up
Every external hire at market rate can pull pay out of alignment with your existing team. Most teams don't find out until it's too late, and scanning the full population for offer-to-incumbent gaps used to mean days of pulling, reconciling, and spot-checking. Analyst Agent ranks the gaps and adds market context in seconds.
By the time internal pay gaps surface, your highest performers are already disengaged or leaving and leadership is forced into reactive one-off fixes. What starts as a few isolated gaps quickly becomes a systemic risk to retention, pay equity, and cost control.
- A ranked list of job families and levels where offers exceed incumbent pay.
- Clear gap sizing including p50 comparisons.
- A side-by-side view of offer vs. incumbent pay with headcount and sample sizes.
- Market benchmarks for the same roles to ground every decision.
- A prioritized view of where to act first.
Identify jobs where my offers are more than 15% above my incumbents. Include n-counts and the latest market offer data.
- Manual data pulls from your ATS and HRIS to get offers and incumbents in one place.
- Multiple survey source downloads to layer in external benchmarks.
- Spreadsheet analysis and pivot tables to calculate gaps by job and level.
- Spot-checking a handful of high-visibility roles while the rest go unreviewed.
Analyst Agent