Every European compensation management tool reviewed
Nanterre, France
Founded 2020
Three plans (Structure, Companion, Pay Transparency) with no published prices; quote on request
Demo on request
Best for: HR teams moving pay reviews out of spreadsheets that must also publish pay gap figures
Figures is organised as three plans. Structure holds benchmarks, salary bands and analytics such as compa-ratio and range penetration, Companion adds annual and off-cycle review campaigns, and Pay Transparency can be bought alone or on top of either. Managers enter proposals while HR watches the budget, approvals follow set steps and roles, and increase letters are generated automatically.
The vendor is Figures SAS in Nanterre, founded in 2020, with about 30 people according to its About page. It says customer data is stored only in Europe on AWS and lists SOC 2 Type 2 and ISO 27001. Its market data comes from its own panel plus an optional Mercer dataset that the vendor puts at more than 3.5 million datapoints. Prices are not published and many features are sold as add-ons.
What Figures does well
- Benchmarks, bands, review campaigns and pay equity under one vendor
- Optional Mercer data widens coverage
- Stored in Europe on AWS per the vendor
- SOC 2 Type 2 and ISO 27001
- Increase letters, approval steps and a decision log
Where Figures falls short
- Prices are unpublished
- Add-ons make the scope of a quote hard to read
- Small teams may not need every plan
- No equity plan administration
Standout feature. Figures shows the effect of a proposed raise on the pay gap while the review cycle is still open.
London, United Kingdom
Annual subscription (12 or 24 months), price on request
Demo on request
Best for: Scale-up HR teams that put market data ahead of review workflow
Ravio is built on a contributor panel. Its help centre describes pay information from 1,800+ companies in 45+ countries, updated continuously and filterable by location, funding stage and headcount, covering base pay, equity, variable pay and benefits. Ravio's compensation specialists map and level your roles, which takes the setup burden off the HR team.
The contracting party is Ravio Technologies Ltd in London, so the vendor is European but outside the EEA. The security statement describes a SOC 2 Type 2 audit, with the full report available on request. Contracts run 12 or 24 months, invoiced annually through Stripe. The help centre documents bands and pay equity reporting for the Directive but no manager approval workflow, and price and hosting region are not published.
What Ravio does well
- Panel of 1,800+ contributing companies, updated continuously
- Base pay, equity, variable pay and benefits all covered
- Role mapping and levelling by Ravio specialists
- Pay equity reporting aimed at the Directive
- SOC 2 Type 2 audit
Where Ravio falls short
- Contracting entity is in the UK
- No manager approval workflow documented
- At least 12 months committed
- Price and hosting region are not stated
Standout feature. Ravio is the tool in this list that states how many companies feed its market data and in how many countries.
Arboga, Sweden
Founded 2005
Three all-inclusive tiers (Structure, Analyze, Involve) priced by number of employees; quote on request
Demo on request
Best for: Employers who first need a job structure and then evidence that pay under it is equitable
Sysarb sets out its product as a sequence. The Structure tier covers job evaluation, job architecture, pay ranges and the unadjusted pay gap, Analyze adds a global overview, pay equity analysis and compliance reporting, and Involve gives managers and employees dashboards. Each tier contains the one before. The order assumes an internal pay logic exists before any external benchmark is applied.
Sysarb AB, in Arboga, was founded in 2005 and says it has 40 employees in four European offices and more than 1,000 HR teams on the platform. It lists 70+ integrations and ISO 27001, runs a Pay Transparency Tracker and sells consulting for job architecture and review process design. The tiers list no market salary dataset, prices depend on headcount and are unpublished, and the salary review page was behind a password.
What Sysarb does well
- Job architecture and pay ranges are in the entry tier
- Gap analysis with compliance reporting for the Directive
- Manager and employee dashboards
- 70+ integrations
- ISO 27001
Where Sysarb falls short
- No market salary dataset listed
- Headcount-based prices are unpublished
- Salary review details could not be read
- About 40 staff
Standout feature. Sysarb builds the pay equity report on a documented job architecture instead of an imported market dataset.
Paris, France
No prices published; demo on request
Demo on request
Best for: Reward teams in French and international groups that handle budgets, reviews and bonuses together
Qomben divides compensation into six modules: Budget and payroll, Salary Review, Variable and Bonus, Benefits, Benchmark and Pay Transparency. The budget module simulates the wage bill under several scenarios, even before a hire is made, and the review module flags overruns against criteria HR can adapt. Employees receive a personalised total rewards statement.
QOMBEN SAS is registered in Paris, and the site runs in French and English. The company says its Quantix technology lets customers define their own pay rules in real time after more than four years of development. The security page names Microsoft Azure but no region, no prices are published, the benchmark module does not describe its data source, and the pay transparency module is announced for the 2027 obligations.
What Qomben does well
- Six modules across the reward cycle
- Pay rules configured by the customer through Quantix
- Personalised total rewards statements
- French and English interface
- Pay transparency module for the Directive
Where Qomben falls short
- Azure region is not named
- Prices are unpublished
- Benchmark data source is not described
- Content is French first
Standout feature. Qomben simulates the payroll budget under different scenarios before a hire, then carries the plan into the review.
Barcelona, Spain
Pro EUR 60/month with 1 benchmark credit per month; extra credits EUR 60 each; Premium on request
Demo on request
Best for: Growing companies that need market ranges and a first pay gap check without a sales process
TalentUp sells benchmarks as credits. The Pro plan costs EUR 60 per month and includes one credit, which unlocks one full benchmark; extra credits cost EUR 60 each and stay valid for a year, and Premium offers unlimited full benchmarks on request. Pro also includes internal compensation management and a Pay Transparency Compliance Tool, both limited to 25 employees.
The operator is Talent Up Sourcing S.L. in Barcelona, and its terms fall under Spanish law. The site offers competitor search and downloadable reports, among them a European salary report, a contractors benchmark and a Directive guide. A company that must price many roles at once will find one credit a month too little, and the tool has no review-cycle workflow, approval chain or budget control. Hosting region is not stated.
What TalentUp does well
- Monthly price on the site
- Pay transparency tool inside Pro
- Free reports and a Directive guide
- Spanish operator under Spanish law
- Starts without a sales call
Where TalentUp falls short
- Internal tools in Pro stop at 25 employees
- One benchmark credit a month
- No review-cycle workflow
- Hosting region is not stated
Standout feature. TalentUp lets a buyer read the price of a single extra benchmark, EUR 60, before talking to anyone.
Nyon, Switzerland
Founded 2009
No published prices; demo on request
Demo on request
Best for: Multinationals running several legal entities, countries and incentive schemes at once
beqom calls its PaySuite one platform for pay, performance, pay equity and transparency. The compensation product automates workflows and global budgets, a separate product handles long-term incentives, and pay equity runs through PayAnalytics by beqom. The TotalEnergies story on its site speaks of unifying pay across 130 countries and 316 employee agreements, and PUMA and Allianz are also listed as success stories.
beqom SA has its seat in Nyon, Switzerland, works on Swiss law and says it has worked on compensation since 2009. It claims more than 5 million employees on the platform and over 40 S&P 500 customers. Market data comes from partners Mercer and WTW and not from its own panel. A New York office and heavy US selling will matter to a buyer who wants a European footprint, and no prices or hosting region are published.
What beqom does well
- Models very complex pay rules
- Separate long-term incentives product
- Pay equity through PayAnalytics
- Market data through Mercer and WTW partnerships
- Swiss company with a named privacy officer
Where beqom falls short
- Prices are unpublished
- Too large for small employers
- US sales focus and a New York office
- Hosting region is not stated
Standout feature. beqom is the only tool here whose own customer stories describe rule sets across 130 countries.
Berlin, Germany
Founded 2016
From $8/user/month
Demo on request
Best for: Companies that already run performance reviews and goals and want pay decisions linked to them
Leapsome treats compensation as one module beside performance reviews, OKRs, engagement surveys, continuous feedback, learning and meetings. The module covers structured review cycles tied to performance outcomes, salary bands, promotion workflows, budget tracking, benchmarking and pay equity dashboards. A manager can therefore see evidence from past reviews when deciding on a raise.
Leapsome GmbH is based in Berlin, was founded in 2016 and states that it serves more than 1,500 companies. Its site mentions ISO 27001, SOC 2 Type II and hosting on European servers, and modules are priced from about $8 per user per month, with a Compensation module listed at EUR 3 per employee per month. It does not handle HR administration or payroll, so a separate system of record is needed, and pricing grows with headcount.
What Leapsome does well
- Pay review linked to performance and goal data
- One-to-one meeting tools with agendas
- AI-assisted feedback writing for managers
- Berlin company processing in the EU
- Starting price of about $8 per user per month
Where Leapsome falls short
- Needs a separate HR system of record
- Per-user pricing rises with headcount
- Outcome depends on leadership follow-through
- Prices are quoted in dollars
Standout feature. Leapsome keeps the rating history and the pay proposal in one product, so a raise can be traced to a review.
Tel Aviv, Israel
No published prices; quote via form
Demo on request
Best for: Companies on Bob that want their review cycles to use the same people data
HiBob offers compensation under the Planning and Compensation heading of its Bob platform. Comp cycle workflows are customisable, Finance sees budget tracking with overrun visualisation, and guardrails inside the manager workflow raise alerts when a proposal falls outside the pay range. Scenario planning models increases against actual employee data and pay bands before they are committed.
The privacy policy names Hi Bob Limited as the operator and Hi Bob Ltd. as database controller under Israeli privacy law, so it is listed as an Israeli vendor.
A pay equity analyzer looks at gaps by role, level, gender and location while the cycle runs. The pages read do not describe the module without the HR platform, prices sit behind a form, the benchmark source is not named, and the terms refer to both US and Israeli law for intellectual property.
What HiBob does well
- Budget guardrails that Finance can follow
- Scenarios run on live employee data
- Pay equity monitored while the cycle is open
- Manager context shown inside the workflow
- Shares data with the HRIS
Where HiBob falls short
- Part of the Bob platform
- Prices need a form request
- Contracting jurisdiction to be confirmed
- Benchmark source not named
Standout feature. HiBob raises an alert on an out-of-range proposal during the cycle, using pay bands defined by role, level and site.
Zurich, Switzerland
Launch plan free (up to 50 stakeholders); Scale from EUR 5,000/year; other plans on request
Demo on request
Best for: Private and listed companies granting shares or running executive awards
Ledgy covers equity and executive pay. The private-company side runs from cap table management and equity plan automation to employee dashboards and IPO preparation, and the listed-company side offers share plan administration, trading and settlement and SAYE support. A newer line handles deferred compensation, from plan set-up and election windows to fund allocations.
The provider is Ledgy AG, a Swiss stock corporation named in version 4 of its terms. The Launch plan is free for up to 50 stakeholders with simple vesting, Scale starts at EUR 5,000 per year and adds 70+ HRIS integrations, automated granting and DocuSign signing, and higher plans are quoted. It plans no salaries and offers no benchmarks, carried interest is announced and not yet released, and the hosting region is not stated.
What Ledgy does well
- Free plan for small cap tables
- 70+ HRIS integrations on Scale
- Equity and executive awards in one platform
- Scale price is public
- Swiss stock corporation
Where Ledgy falls short
- No salary planning or market data
- Free plan stops at 50 stakeholders
- Carried interest still announced
- Hosting region is not stated
Standout feature. Ledgy is the one tool in this list that administers share plans and deferred compensation.
Paris, France
Founded 2002
Per module, per employee/month excl. VAT (indicative, 100+ employees): Core HR €3.21, Absences €3.11, Timesheets €3.00, Performance €3.97, Engagement €3.16; no minimum term
Demo on request
Best for: Companies that want pay review as one priced module inside a Paris HR suite
Lucca sells HR software by the module, with indicative prices per employee per month, excluding VAT, for companies above 100 employees: Core HR €3.21, Absences €3.11, Timesheets €3.00, Performance €3.97 and Engagement €3.16. There is no minimum term, and modules can be added one at a time. Compensation is one part of that suite rather than a stand-alone benchmark service.
Lucca SAS has operated from Paris since 2002 and has held ISO 27001 since July 2022. Data sits on OVHcloud in France and Germany, with encrypted backups at Scaleway in France and the Netherlands. Swiss customers are the exception, hosted on Microsoft Azure in Switzerland with backups on Google Cloud in Zurich. There is no free trial, smaller companies negotiate prices, and running four or five modules costs more than a bundled all-in-one.
What Lucca does well
- European hosting for most customers, on OVHcloud with Scaleway backups
- ISO 27001 since July 2022
- Module prices on the site, from €3.00 per employee per month
- Month-to-month terms and one module at a time
- In Paris since 2002, the oldest vendor in this list
Where Lucca falls short
- Demo on request, no trial
- Published prices apply to 100+ employees
- Several modules add up above a bundled suite
- Swiss customers run on Azure and Google Cloud
Standout feature. Lucca names its hosting providers and countries separately for each customer group, which few vendors here do.
