✦ FOR TALENT ACQUISITION

Hire faster with compensation that actually works

500+ 5 Star Reviews

Give your recruiters HRIS-sourced market data, compliant job postings, and defensible offers — so they can compete for talent without constantly looping in compensation.

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1Untangle

2Govern

3Power

Untangle messy job data

Titles drift, levels go missing, and the same role lives in five places.

Sr. Analyst

No level

Analyst II

No family

Acct Coordinator

Outdated

AP Specialist

Duplicate

Manager, Fin.

No level

Coordinator

Missing skills

25

job-data issues flagged across your org

23 missing skills 2 no job family inconsistent downstream

Build one governed structure

Every role mapped to a family and a consistent, comparable level.

Job Architecture

Finance

U2Coordinator

P2Specialist I

M1Manager

Engineering

P2Engineer II

P3Senior Eng

M2Eng Lead

Sales

P1Associate

P3Account Exec

M1Sales Mgr

✓Consistent families & levels — fully governed

Power every comp decision

One governed source feeds benchmarking, planning, equity, and hiring.

Benchmarking

Accurate market matches

Planning

Live data for pay cycles

Pay Equity

Comparable worth by level

Recruiting

Same governed source

JOBNAV

One Source

64

%

of organizations are confident in their market pricing strategy

65

%

of organizations have pay equity analysis as a current or planned initiative

32

%

of organizations do anything to address pay compression

Powered by

29

Industries

10M+

Employee Records

4.5K+

Contributing Orgs

00+

New Metric 5

00+

New Metric 6

00+

New Metric 7

00+

New Metric 8

Built for

Benchmarking

Compensation Planning

Job Management

Pill 4

Pill 5

Pill 6

Pill 7

Pill 8

Made for

Compensation Professionals

HR Professionals

Executive Leadership

Talent Acquisition

Pill 5

Pill 6

Pill 7

Pill 8

✦ Meet the Payscale Intelligence Cloud

Intelligence that helps you hire faster — with fewer surprises downstream

TA teams often work in isolation from Comp and HRBPs, leading to misaligned job information, delayed offers, and last-minute pay issues.

Payscale Intelligence Cloud helps your Comp, HR, and Talent Acquisition teams work from the same reliable data and job architecture — so you can move from constantly reacting to shaping strategic pay decisions with greater speed and confidence.

Job descriptions that reduce back-and-forth with hiring managers

Instead of starting from scratch or relying on outdated templates, you can generate structured, level-aligned job descriptions directly from governed job architecture. This means fewer rounds of revisions with hiring managers and postings that more accurately reflect the actual responsibilities and expectations of the role.

Pay ranges you can confidently share from the start

When market data is connected to your job architecture, you get defensible salary ranges early in the process — powered by Peer Global’s real employer-reported data. This helps you set realistic expectations with candidates and hiring managers upfront, reducing offer declines and last-minute renegotiations caused by misaligned pay expectations.

Clearer roles mean better candidate quality and faster decisions

When job levels, skills, and requirements are consistent and well-defined across the organization, you attract candidates who are better matched to the actual role. This reduces time wasted on misaligned applicants and helps hiring managers make faster, more c

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Turn job descriptions into compliant, optimized postings in minutes

Stop starting from scratch or risking compliance violations. Generate high-quality, compliant job postings directly from governed job descriptions with automated pay transparency checks.
‍

Automated pay transparency and compliance checks across U.S. states and 80+ countries
AI-powered title and content optimization that improves visibility on job boards
Reduce time to publish from hours to under 30 minutes

Outcome

Post faster. Stay compliant. Attract better candidates.

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Explore job management

1Draft

2Align

3Govern

Draft job descriptions in seconds

AI writes a first draft from the title and level — you review and refine.

DRAFT Product Marketing Manager ✦ AI drafting

Summary

Drive go-to-market strategy for our compensation suite.

Responsibilities

Skills

Market Research Go-to-Market Content Strategy Data Analysis Cross-functional

Keep every description aligned

Auto-mapped to your job architecture, with a full version trail.

Job architecture

P3 Marketing · Specialist III

SKILLS Mapped to job family

MARKET Benchmarked to market

100% aligned to your
architecture

Version history

Current draftToday · AI-assisted

v2 · ReviewedFeb 17 · Whitney

v1 · CreatedJan 30 · Allison

Govern every change

Structured review and sign-off — every edit tracked and defensible.

A

Creator

Allison

W

Reviewer

Whitney

K

Approver

Kevin

Governed & version-locked

A finalized, defensible job description.

Every edit captured in the audit trail — roll back to any prior version in one click.

1Structured data

2Generate

3Better candidates

Start from governed data

Every posting begins from your job architecture — levels, families, and a mapped skills library.

JOB ARCHITECTURE

Sales Associate

LevelP2 · Specialist🔒

FamilyEnterprise Sales🔒

SkillsMapped library🔒

MarketBenchmarked🔒

AI

DRAFT POSTING

✓Levels & families locked to your job architecture

✓Skills pulled from your mapped library

✓Pay benchmarked to current market data

Generate a complete posting

A structured, on-brand draft assembles in seconds — pulled straight from the library.

Sales Associate — Enterprise LIVE ✦AI-generated

Responsibilities

Meet and exceed monthly sales targets

Run needs assessments with enterprise clients

Maintain accurate records across the pipeline

Skills — from governed library

Consultative Selling CRM Negotiation Pipeline Mgmt Forecasting

Qualifications — level-aligned

P22+ years experience · aligned to your internal leveling

Attract a stronger candidate pool

Clearer, level-aligned postings raise candidate quality and match rate.

87

+29 pts vs. manually written postings

Why it improved

Role accuracy

94%

Skill match

88%

Level alignment

96%

Projected outcome

Better matches, faster fills.

2.4×

Make competitive offers without the back-and-forth

Give recruiters fast access to current market data and intelligent pricing recommendations so they can extend offers quickly while staying aligned with internal pay structures.
‍

Real-time market benchmarks across Peer data and third-party surveys
Transparent, explainable salary recommendations with clear rationale
Direct connection to approved job levels and internal equity data

Outcome

Faster offers. Fewer lost candidates. Less back-and-forth.

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Explore benchmarking solutions

Build fairness and compliance into the hiring process from day one

Embed pay equity guardrails and pay transparency requirements directly into job postings and offer decisions so every candidate experience is consistent and defensible.
‍

Automated pay transparency language and salary range requirements in every posting
Clear linkage between job architecture, market data, and offer ranges
Reduced risk of pay equity issues created during the hiring process

Outcome

Fewer compliance surprises. Stronger candidate trust.

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1Defensible range

2Stay compliant

3Win trust

Post a defensible range

Every posting backed by market data — audit-ready, not guesswork.

Sales Associate — Enterprise

Durham, NC · Remote eligible

Defensible salary range

$62K