Sysarb
Swedish pay equity platform that starts from job architecture and pay ranges and ends in compliance reports and manager dashboards
Quick Overview
| Company | Sysarb AB |
|---|---|
| Category | Compensation Management |
| Headquarters | Arboga, Sweden |
| Founded | 2005 |
| EU Presence | Yes - Sweden (EU) |
| Data Location | Not stated in the pages reviewed |
| Open Source | No |
| GDPR Compliant | Yes |
| Self-Hosting | No |
| Main Features | Job evaluation, job architecture, pay ranges, unadjusted pay gap, pay equity analysis, compliance reporting, manager and employee dashboards, budget allocation, salary review, 70+ integrations |
| Pricing | Three all-inclusive tiers (Structure, Analyze, Involve) priced by number of employees; quote on request |
| Best For | Organisations that have to build a pay structure and then prove it is equitable |
| Replaces | Pave, Payscale |
Detailed Review
Sysarb follows a sequence rather than a feature menu. Its pricing page lays out three steps: Structure, Analyze and Involve, each tier including everything in the previous one.
The company was founded in Sweden in 2005 and says it has 40 employees across four European offices and more than 1,000 HR teams using the platform.
Structure comes first
The first tier covers job evaluation, job architecture, pay ranges and the unadjusted pay gap. For a company that has never mapped roles to levels, this is the part that makes later pay equity work credible.
That order differs from tools that start with a market dataset: Sysarb assumes you build the internal logic first.
Analysis and reporting for the Directive
The Analyze tier adds a global overview, pay equity analysis and compliance reporting. Certification is offered at an extra cost.
The vendor runs a Pay Transparency Tracker and is a founding member of the Pay Transparency Alliance, so legal changes by country are tracked in the same place.
Involving managers and staff
The Involve tier gives managers and employees their own dashboards. Separate product pages cover budget allocation, salary review and performance review, though the salary review page was behind a password when checked.
Sysarb also sells consulting for job architecture, gender pay gap reporting and review process design.
Limitations to Consider
The pricing tiers do not list a market salary dataset, so teams that need external benchmarks will add a source such as Ravio or TalentUp. Prices depend on headcount and are not published. The salary review product page could not be read, so the depth of the review workflow is unverified. The company is small, with about 40 staff.
Who Should Use Sysarb
HR and legal teams that have to produce a defensible pay structure and gap report for the Directive and want the Swedish methodology behind it.
Pros and Cons
Pros
- Job architecture and pay ranges included in the first tier
- Pay equity analysis with compliance reporting
- Employee and manager dashboards
- 70+ integrations
- ISO 27001 certification
Cons
- No market salary data on the tier list
- Prices depend on headcount and are unpublished
- Salary review details not publicly readable
- Small vendor
Alternatives to Sysarb
Other European compensation management worth comparing before you decide:
Figures
France · Benchmarks, salary bands and review campaigns for mid-market HR teams
Ravio
United Kingdom · Live pay benchmarks from 1,800+ contributing companies
Qomben
France · Paris compensation suite for budgets, reviews, bonuses and benefits
TalentUp
Spain · Salary benchmarks and a pay transparency tool from EUR 60 a month
See all European compensation management or compare them directly against Pave on our alternatives page.
Frequently Asked Questions
Yes. Its privacy policy names Sysarb AB, organisation number 556681-8828, with an address in Arboga, Sweden, and the About page says it was founded there in 2005.
Price depends on the number of employees and is not published. The pricing page shows three tiers that build on each other, with certification as an extra paid item.
The three tiers on the pricing page do not list a market data benchmark. They cover structure, analysis and involvement of managers and staff.