Match your jobs to profiles we’ve already evaluated, analyse your pay gaps and record your decisions. Prepare for EU pay transparency without building everything from scratch.
You need expertise you don’t have in-house.
Job evaluation and pay equity analysis are expert work. Consultants are expensive, and most software assumes you have a Rewards team to run it.
Your data isn’t ready.
Job descriptions are missing or out of date, titles have multiple variants, and payroll data is messy. Pulling it together in spreadsheets takes months, invites manual error and goes out of date quickly.
It doesn’t end with the first report.
Employees can ask about pay at any time, new jobs need scoring, and reporting comes round again. A one-off project won’t keep you compliant.
Stage 01 · Building your job architecture
Every job evaluated
Match your jobs to pre-scored library profiles, create company-specific profiles where needed and review the categories used for pay comparison.
Stage 02 · Analysing pay
Pay gaps identified & analysed
Upload your payroll data and we’ll help you map it. See pay gaps by job category, and explain any gap of 5% or more using an approach that suits your company’s size.
Stage 03 · Meeting your ongoing obligations
Ongoing compliance
Answer employee pay requests, evaluate new jobs as you hire, and keep track of reporting deadlines. Update jobs and rerun your analysis when new pay data is available.
How it works
Step 1
Step 2
Step 3
Set up SkillsTrust yourself or work with our team.
Use the platform to upload your data, review job matches and run your pay analysis. Standard support is included in your subscription.
Work with a SkillsTrust specialist
Prework
Week 1: Job architecture
Week 2: Pay analysis
There’s a better way. Here’s how SKILLSTRUST compares.
Spreadsheets
The default DIY route. It means drowning in a massive sheet trying to link every job description, job evaluation score, and payroll record. Version control is a nightmare, keeping data fresh is a full-time job, and sharing sensitive salary files securely is nearly impossible.
Big 4 Consultancies
The premium route. They bring excellent expertise but cost a fortune and take months to deliver. Worse, when the project ends, that knowledge leaves with the consultant—leaving you stranded when the next reporting cycle rolls around.
The bolt-on route. Another module to buy, with the hardest work still left to you. These tools often assume you already have a job architecture and the Rewards expertise to run it. Most generalist HR teams have neither.
The guided route. Start with job profiles we’ve already evaluated. Review the fit, handle exceptions and analyse pay in the same platform, with optional implementation support.
Every job is evaluated using the point-factor method, developed by the European Institute for Gender Equality. The job profiles in our pre-scored library were prepared by human job evaluation experts. You start from their work, not a blank page.
Explore the Job Profile Library
How much time does our team need to give?
What happens after implementation?
Who should we bring from our team?
Do we need job descriptions before we start?
How do you keep our data secure?
Can we try SkillsTrust before we buy?
Do you give legal advice?
Do you provide market pay data?
How is pricing structured?
How soon can we start?
