JOBEQ AI™
Pay Architecture That Holds.
AI-powered job evaluation built on the Hay Group methodology, adapted for Caribbean and North American employers. Structure every role. Align every salary. Defend every decision.
The compensation problem
Most organisations cannot explain why they pay what they pay.
Roles are created reactively, without a consistent framework for what each position is actually worth to the organisation.
Compensation is set by negotiation, habit, or market rumour, not by an objective evaluation of the role's demands.
Pay compression goes undetected for years: senior employees earn almost the same as junior ones, and the gap becomes a retention crisis.
Job titles become inflated to justify salaries rather than to reflect genuine seniority and scope, distorting the entire workforce architecture.
HR cannot defend pay decisions to regulators, tribunals, or employees because there is no documented, systematic basis for how grades and bands were determined.
JOBEQ AI™ replaces informal compensation decision-making with a structured, evidence-based evaluation framework, giving your organisation the foundation it needs to pay fairly, compete for talent, and defend every grading decision.
The methodology
Built on the world’s most adopted job evaluation standard.
The Hay Group method has been used by governments, multinationals, and institutions across more than 90 countries to evaluate roles systematically. It operates on a deceptively simple insight: every job can be evaluated along three universal dimensions: what the role requires you to know, how much thinking it demands, and what it holds you accountable for delivering.
JOBEQ AI™ adapts this proven framework for the Caribbean and North American employment context, calibrating pay bands to regional market data and adjusting for multi-jurisdiction operating environments that standard global tools do not account for.
Evaluation factors
Three factors. One defensible grade.
Every role evaluated through JOBEQ AI™ is scored across three Hay-method factors. The combined score produces a job grade, Grade I through Grade VIII, with market-aligned pay bands for your jurisdiction.
Know-How
What does the role require the person to know and be able to do?
Know-How captures the sum of every kind of knowledge, skill, and experience required to perform the role competently. It encompasses technical depth, breadth of management, and the degree of interpersonal influence required. JOBEQ AI™ evaluates Know-How across three sub-dimensions: qualification level, years of relevant experience, and scope of people management responsibility.
- Qualification level (High School → PhD / Professional)
- Experience required (< 1 year → 10+ years)
- People management scope (None → 50+ direct reports)
Problem Solving
How much original thinking does the role demand?
Problem Solving measures the degree to which the role requires creative and analytical thinking: from following prescribed procedures to setting organisational policy. It reflects the complexity of challenges the role holder faces and the degree of autonomy they exercise in resolving them. JOBEQ AI™ evaluates Problem Solving through a single high-signal dimension: decision-making autonomy.
- Follows set procedures: little discretion required
- Works within established guidelines: some judgement
- Exercises independent judgement: significant discretion
- Sets organisational policy and strategy: full accountability
Accountability
What is the role ultimately responsible for delivering?
Accountability evaluates the impact the role has on the organisation: both through direct authority and through the scale of the organisation it operates within. A role managing 15 people in a 200-person firm carries meaningfully different accountability than the same role in a 10-person firm. JOBEQ AI™ calculates Accountability using direct reports adjusted for organisational scale.
- Scope of direct reports (None → 50+ people)
- Organisational scale multiplier (1–10 → 200+ employees)
Grade structure
Eight grades. A complete workforce architecture.
JOBEQ AI™ produces one of eight job grades, each with indicative USD pay bands. The AI report then adjusts these bands to your specific jurisdiction and market positioning, providing Caribbean-specific and North American context separately.
Entry Level
$18K – $30K
Operational
$28K – $45K
Technical / Professional
$42K – $65K
Senior Specialist / Supervisor
$60K – $90K
Manager / Principal
$82K – $125K
Senior Manager / Head of Function
$115K – $175K
Director / Vice President
$160K – $250K
Executive / C-Suite
$220K – $400K
* Indicative USD ranges. AI report provides market-specific context per jurisdiction.
The output
Nine sections. One complete evaluation.
Every JOBEQ AI™ report goes beyond a grade. It explains the reasoning, benchmarks the compensation, surfaces the risks, and gives your team a step-by-step path to implementation, suitable for HR, Finance, and Board audiences.
Grade Summary & Factor Justification
A narrative explanation of how the grade was reached: factor by factor, with the specific reasoning behind each Know-How, Problem Solving, and Accountability score.
Pay Band Recommendations
Recommended minimum and maximum compensation ranges in your jurisdiction's market context: separate guidance for Caribbean and North American operating environments.
Market Benchmark & Competitive Risk
How the role's current pay positioning compares to market. Competitive risk rated Low, Moderate, or High, with a narrative rationale explaining the key drivers.
Pay Equity Analysis
Flags specific pay equity concerns: compression between grades, outliers within grade bands, and internal consistency issues that could create legal or reputational exposure.
Role Architecture Mapping
Identifies the role's suggested job family, its natural career path (above and below), and notes any architectural anomalies: duplication, role overlap, or structural gaps.
Mis-Grading Risk Assessment
Flags specific conditions that commonly produce incorrect evaluations: scope inflation, title drift, single-incumbent roles, and provides a graded risk assessment for review.
Implementation Runbook
A step-by-step action plan for communicating the evaluation outcome, managing employee expectations, phasing in any changes, and securing appropriate approvals.
Evaluation Cadence Guidance
A recommended review frequency for the role, specific triggers that should prompt re-evaluation (restructuring, scope changes, market shifts), and next review guidance.
Organisational Intelligence
A cross-role analysis covering compensation compression, leadership layering, structural inefficiencies, duplication risk, and scalability, positioning the evaluation in the context of the broader workforce architecture.
Built for two jurisdictions
Most global job evaluation tools are designed for a single labour market. JOBEQ AI™ is built for organisations operating across the Caribbean and North America, producing separate pay guidance for each context and flagging where jurisdiction differences create compensation tension.
Across ten industries
JOBEQ AI™ calibrates market benchmarks and compensation guidance to your specific industry, reflecting the genuine differences in pay norms, competitive pressures, and role complexity across sectors.
Who uses it
HR Directors & People Leaders
Build a defensible, systematic job grading framework your organisation can stand behind, in a tribunal, a salary review, or a board conversation. Replace gut-feel banding with objective, structured evaluation.
Finance & Compensation Teams
Align your salary expenditure to actual role complexity and market benchmarks. Identify where your organisation is over-spending on inflated grades, and where under-pay is creating retention risk.
CEOs & Executive Teams
Get a clear view of whether your workforce architecture is fit for purpose. Identify duplication, misaligned accountability, and leadership layering before they become operational drag.
Boards & Audit Committees
Satisfy governance obligations around executive pay, internal equity, and compensation disclosure with a documented, methodology-backed evaluation process that withstands independent scrutiny.
“Fair pay is not a policy aspiration. It is a structural outcome, and it requires a structural process to produce it. When organisations cannot explain their grades, they cannot defend their culture.”
The ProsperEdge Team
Evaluate a role now
JOBEQ AI™ is available in the platform. Enter the role details, receive an instant grade and pay band assessment, and unlock a full AI-generated report with compensation recommendations tailored to your market.
Commission a full evaluation programme
ProsperEdge practitioners can facilitate a comprehensive job evaluation programme across your entire workforce, producing a defensible grade structure, updated pay bands, a pay equity audit, and board-ready reporting for your compensation governance framework.
Ready to structure your workforce architecture?
Evaluate a role now, or speak to a ProsperEdge adviser about a full programme.