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Framework
A 500-employee organisation can go from no formal grade structure to a fully documented pay architecture in under two weeks. The same outcome through a traditional consulting engagement takes eight to twelve weeks and costs several multiples more.
The Role Evaluation Framework™ (REF™)
Eight compensable factors with published point values, 1,000 maximum points, twenty grade levels from Foundation to Group Board.
The scope and consequence of the role's decisions. From task-level work to decisions that shape entire markets.
The technical and professional knowledge the role demands. From foundational working knowledge to expertise that defines industry practice.
The nature of problems this role encounters. From routine structured tasks to pioneering challenges where no established solution exists.
The degree of independent judgement this role exercises. Authority and accountability are independent sources of value, not sub-dimensions of knowledge.
Scope of people accountability. From individual contributor through to enterprise-wide leadership spanning thousands of employees across geographies.
The complexity of communication this role requires. From sharing information with colleagues to shaping external stakeholder behaviour and market perception.
Scored independently at 10%. Not a sub-dimension of problem solving. In an economy where AI handles routine cognitive work, the capacity to identify what is worth building is a primary value driver.
Physical and risk conditions, weighted at 2%. Present because the framework must cover all role types, not just desk-based ones.
How it works
A 500-employee org typically has 80–250 unique roles. The platform ingests the data and queues each for evaluation under REF™.
An eight-factor score with documented rationale per role. Review, override where domain knowledge dictates, approve. ~2 minutes per role; both AI score and human override retained.
One action generates pay bands, right-to-information reports, multi-jurisdiction outputs, and pay-gap analysis. The grade anchors every downstream output.
Employee Rights
Global by design
Ten output languages — every major EU employment language plus Arabic and Japanese. Language is a first-class setting in every module, not a translation layer.
Documentation structured for works-council review. Betriebsrat, CSE, Ondernemingsraad, Conseil d'Entreprise supported out of the box.
Outputs aligned to each member state's transposition — country-specific, not generic EU.
Get Started
See your own role inventory graded in a 30-minute walkthrough.