ABOUT US
Fair pay shouldn't depend on the size of your budget
A large corporation can hire a consultancy to evaluate every role and defend every salary. A company of 80 people cannot — and now the law expects the same of both. FairGrade exists to close that gap.
WHY WE BUILT IT
The obligation is identical. The resources are not.
Directive (EU) 2023/970 asks every employer to evaluate roles objectively, publish pay ranges, answer employee questions about pay, and prove there is no discrimination if challenged. It does not scale those duties down for smaller companies.
What is available to meet them does scale, though. Consultancies charge five figures and take months. Governments publish spreadsheets with no automation, no market data and no support. Between those two extremes sit tens of thousands of European SMBs with a real legal deadline.
We built the thing that belongs in the middle: a platform that turns a list of job titles into graded roles, market-tested pay bands and an audit-ready file — in an afternoon, for the price of a small insurance policy.
And because transparency is meant to serve employees, not just protect employers, every person gets their own page explaining how their pay is decided, and a way to ask about it.
THE TEAM
Who is behind FairGrade
[Full name]
[CO-FOUNDER & CEO]
[Two or three sentences: where they worked before, what they built, how many years in the field. Written plainly, no adjectives.]
[Full name]
[CO-FOUNDER & HEAD OF METHODOLOGY]
[Two or three sentences on their background in job evaluation, compensation, or HR consulting.]
[Full name]
[CO-FOUNDER & CTO]
[Two or three sentences on their engineering background and what they've built.]
HOW WE BUILD
Four things we refuse to compromise on
The machine proposes, a person decides
No grade is ever finalised automatically. A named person reviews and approves every evaluation, and that approval is on the record. It is both a legal requirement and the only honest way to do this.
Evaluate the work, never the person
Our factors describe what a role demands — knowledge, judgement, responsibility, effort, conditions. Nothing about who holds it. That distinction is what makes an evaluation defensible.
Built for the real economy, not just for tech
Most tools in this space were built by software people for software companies. Factories, logistics and retail have night shifts, hazard pay and shift allowances — we treat those as first-class, because that is where the gaps usually hide.
Your data stays yours, and stays in Europe
Everything is stored in the EU. Companies are isolated from each other at the database level. Employee names, gender and pay figures are never sent to a language model.
Want to talk to us directly?
Whether you're an employer, an adviser or a journalist — we answer every message ourselves.
Get in touch