OpenComp Releases Industry-first Application that Automates Pay Ranges to Reimagine the Entire Employee Lifecycle

With “Range Builder,” companies can create strategic, enterprise-grade pay ranges in minutes that radically improve operational efficiency and pay transparency.

Compensation intelligence provider OpenComp released Range Builder, a new AI-powered application that automates the time-consuming process of creating pay ranges to radically transform how companies plan their financial future, as well as build equitable workplaces that foster trust and transparency with candidates and employees. In just three clicks, OpenComp’s Range Builder produces enterprise-grade pay ranges that reflect an organization’s business strategy, values, and vision in minutes, not months.

Traditional pay range creation is deeply complex and usually requires months of internal resources and expensive external consultants. OpenComp’s Range Builder is the first and only tech-enabled solution that automatically generates pay ranges based on three essential factors: real-time market data, compensation strategy, and growth stage. From there, employers can scale compensation programs via advanced, end-to-end configuration features as stages of growth change, and ensure pay policies and pay equity mature alongside the business.

“Pay ranges are the most important tool that businesses can give their leaders and employees today, but most companies still keep compensation in a black box,”  Thanh Nguyen, CEO and co-founder of OpenComp. “With a tool like Range Builder, pay transparency is a win-win for employers and employees. It will close wage gaps and disseminate pay informatisaidon equally, while positioning employers to improve retention, operate smarter, and stay in front of regulations.”

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Pay ranges streamline people operations

As businesses prepare for a potential recession, leaders are scrambling to conserve cash and avoid layoffs.

Pay ranges significantly inform a business’ headcount plan — which is essentially its financial plan because headcount is such a large portion of corporate spend. With automated tools like Range Builder, they can quickly model headcount scenarios, make data-driven plans for the future, and set clearer and more predictable budgets.

“Range Builder gives me exactly what I need to make informed decisions about compensation and get buy-in from our executive stakeholders,” said Jackie Kostas, VP of people operations, RevolutionParts. “We now make data-driven decisions in just a few clicks, instead of needing two days of meetings. Range Builder gives us confidence in our headcount plans, pay equity, and pay transparency.”

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Pay ranges eliminate bias, discrimination, and power imbalances

In recent months, states like California, Colorado, Washington, and cities like New York City have passed legislation requiring employers to publish pay ranges for every job in order to address systemic pay inequity, particularly among women and people of color, and fix the power imbalance between employer and candidate in the hiring process. Yet research has shown that only 32% of high-growth companies share pay ranges during the interview process.

“Don’t be fooled,” said Nguyen. “Unless pay ranges aggregate like-for-like jobs and incorporate employer-reported data in real-time, they are inaccurate and perpetuate the very pay disparity they seek to solve. They also won’t pass a compliance test.”

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