Why EqualFrame
A specialist that builds the frame, not just the reading.
Pay transparency work splits into two jobs: measuring where you stand, and building the structure that makes the number hold up. Most providers do one. We're built to do both.
Our approach
Legal defensibility, engineered in from the start
We start from the evidentiary standard, not the spreadsheet
The Directive reverses the burden of proof: employers must show pay differences are objectively justified. We design the evaluation criteria, documentation and audit trail with that standard in mind from day one — not bolted on afterwards.
We build the structures underneath the number
Job architecture, grading, and pay ranges are what make "equal value" a demonstrable fact rather than an opinion. A pay gap figure without that backbone is descriptive; with it, it's defensible.
We work the way legal and M&A due diligence works
Our founding team spans employment law and M&A. That shapes how we document, quantify and present findings — in a form that stands up in a due-diligence room, not just an HR review.
Senior people, on your engagement, throughout
You work directly with the founders and senior consultants who designed the methodology — not a rotating junior team executing a template.
How we compare
Independent, and built for defensibility
Two categories of provider currently dominate this space. Here's how EqualFrame is different — stated factually, not as a knock on either.
Independent pay-equity advisory
- Independent of both models — no audit relationship to protect, no data platform to upsell.
- We design the structures — job architecture, grades, ranges — not just measure what's already there.
- Senior, hands-on: you work with the founders who built the methodology, every engagement.
- Generally more affordable than a Big Four engagement, more complete than a benchmarking subscription.
Big Four & large advisory practices
- Deep bench, broad service lines, usually bundled with an existing audit or tax relationship.
- Priced and staffed for large, multi-year enterprise engagements.
- Pay equity is one practice among many, not the core focus.
Pay-data houses & benchmarking platforms
- Strong at aggregating market salary data and self-serve reporting.
- Built to measure and benchmark — the job architecture and evidentiary work is left to the employer.
- A subscription or licence, more than an advisory relationship.